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-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Alaska?", "answer": {"state": "AK", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Arkansas?", "answer": {"state": "AR", "minimum_period_of_time_or_payroll": "1 employee for 10 or more days in a CY", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in California?", "answer": {"state": "CA", "minimum_period_of_time_or_payroll": "Over $100 in quarter", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in District of Columbia?", "answer": {"state": "DC", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Hawaii?", "answer": {"state": "HI", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Indiana?", "answer": {"state": "IN", "minimum_period_of_time_or_payroll": "$1 or more in quarter", "alternative_conditions": "Employer liable for wages to 1 or more workers"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Iowa?", "answer": {"state": "IA", "minimum_period_of_time_or_payroll": "Any wages in current or preceding quarter", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Maryland?", "answer": {"state": "MD", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Massachusetts?", "answer": {"state": "MA", "minimum_period_of_time_or_payroll": "13 weeks", "alternative_conditions": "$1,500 in quarter"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Michigan?", "answer": {"state": "MI", "minimum_period_of_time_or_payroll": "20 weeks", "alternative_conditions": "$1,000 in CY"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Minnesota?", "answer": {"state": "MN", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Montana?", "answer": {"state": "MT", "minimum_period_of_time_or_payroll": "$1,000 in current or preceding year", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Nevada?", "answer": {"state": "NV", "minimum_period_of_time_or_payroll": "$225 in quarter", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in New Jersey?", "answer": {"state": "NJ", "minimum_period_of_time_or_payroll": "$1,000 in year", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in New Mexico?", "answer": {"state": "NM", "minimum_period_of_time_or_payroll": "20 weeks", "alternative_conditions": "$450 in quarter"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in New York?", "answer": {"state": "NY", "minimum_period_of_time_or_payroll": "$300 in quarter", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Oregon?", "answer": {"state": "OR", "minimum_period_of_time_or_payroll": "18 weeks", "alternative_conditions": "$1,000 in quarter"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Pennsylvania?", "answer": {"state": "PA", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Puerto Rico?", "answer": {"state": "PR", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Rhode Island?", "answer": {"state": "RI", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Utah?", "answer": {"state": "UT", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in US Virgin Islands?", "answer": {"state": "VI", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Washington?", "answer": {"state": "WA", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, what is either the minimum period of time or the payroll required for an employing unit to be considered an employer in Wyoming?", "answer": {"state": "WY", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Alaska?", "answer": {"state": "AK", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Arkansas?", "answer": {"state": "AR", "minimum_period_of_time_or_payroll": "1 employee for 10 or more days in a CY", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in California?", "answer": {"state": "CA", "minimum_period_of_time_or_payroll": "Over $100 in quarter", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in District of Columbia?", "answer": {"state": "DC", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Hawaii?", "answer": {"state": "HI", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Indiana?", "answer": {"state": "IN", "minimum_period_of_time_or_payroll": "$1 or more in quarter", "alternative_conditions": "Employer liable for wages to 1 or more workers"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Iowa?", "answer": {"state": "IA", "minimum_period_of_time_or_payroll": "Any wages in current or preceding quarter", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Maryland?", "answer": {"state": "MD", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Massachusetts?", "answer": {"state": "MA", "minimum_period_of_time_or_payroll": "13 weeks", "alternative_conditions": "$1,500 in quarter"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Michigan?", "answer": {"state": "MI", "minimum_period_of_time_or_payroll": "20 weeks", "alternative_conditions": "$1,000 in CY"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Minnesota?", "answer": {"state": "MN", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Montana?", "answer": {"state": "MT", "minimum_period_of_time_or_payroll": "$1,000 in current or preceding year", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Nevada?", "answer": {"state": "NV", "minimum_period_of_time_or_payroll": "$225 in quarter", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in New Jersey?", "answer": {"state": "NJ", "minimum_period_of_time_or_payroll": "$1,000 in year", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in New Mexico?", "answer": {"state": "NM", "minimum_period_of_time_or_payroll": "20 weeks", "alternative_conditions": "$450 in quarter"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in New York?", "answer": {"state": "NY", "minimum_period_of_time_or_payroll": "$300 in quarter", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Oregon?", "answer": {"state": "OR", "minimum_period_of_time_or_payroll": "18 weeks", "alternative_conditions": "$1,000 in quarter"}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Pennsylvania?", "answer": {"state": "PA", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Puerto Rico?", "answer": {"state": "PR", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Rhode Island?", "answer": {"state": "RI", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Utah?", "answer": {"state": "UT", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in US Virgin Islands?", "answer": {"state": "VI", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Washington?", "answer": {"state": "WA", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-1", "question": "Given the description above, are there any alternative conditions for an employing unit to be considered an employer in Wyoming?", "answer": {"state": "WY", "minimum_period_of_time_or_payroll": "Any time", "alternative_conditions": null}, "prompt_context": "EMPLOYERS As mentioned above, one of the basic factors in determining coverage is whether services are performed for employers. The coverage provisions of most state laws use the terms \u201cemploying unit\u201d and \u201cemployer\u201d to make the distinctions needed to address this issue. \u201cEmploying unit\u201d is the more generic term, it applies to any one of several specified types of legal entities that has one or more individuals performing service for it within a state. An \u201cemployer\u201d is an employing unit that meets the specific requirements of UI law. Accordingly, services provided for an \u201cemployer\u201d are covered, and, as a result, an employer is subject to UI tax liability and its workers accrue rights to receive UI benefits. \nFor federal UI purposes, whether an employing unit is an employer depends on the number of days or weeks a worker is employed or the amount of the employing unit\u2019s quarterly or yearly payroll. Except for agricultural labor and domestic service, FUTA applies to employing units who paid wages of $1,500 or more during any calendar quarter in the current or immediately preceding calendar year, or to employing units with one or more workers on at least one day in each of 20 different weeks during the current or immediately preceding calendar year. About half of the states use this federal definition. \nThe following table provides information on which employing units are considered employers in each state that uses a definition other than the one in FUTA."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for California, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "CA", "provision": "1 at any time and wages in excess of $100 in a CQ"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for District of Columbia, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "DC", "provision": "1 at any time"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for Florida, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "FL", "provision": "5 in 20 weeks or $10,000 in a CQ"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for Minnesota, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "MN", "provision": "4 in 20 weeks or $20,000 in a CQ; agricultural labor performed by an individual 16 years of age or younger is excluded from agricultural coverage unless the employer is covered under federal law"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for New York, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "NY", "provision": "1 at any time and wages in excess of $300 in a CQ"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for Puerto Rico, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "PR", "provision": "1 or more at any time"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for Rhode Island, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "RI", "provision": "1 or more at any time"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for Texas, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "TX", "provision": "3 in at least 20 different calendar weeks of the calendar year or wages in cash of $6,250 during a CQ"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for US Virgin Islands, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "VI", "provision": "1 or more at any time"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-2", "question": "Given the description above, what are the agricultural labor provisions for Washington, if different from the FUTA 20 weeks or $20,000 rule?", "answer": {"state": "WA", "provision": "1 or more at any time, excluding workers attending or between terms in school; on corporate farms, does not include services performed by spouses or unmarried children under 18 years of age"}, "prompt_context": "AGRICULTURAL LABOR \u2014 The FUTA agricultural labor provisions apply to employing units who paid wages in cash of $20,000 or more for agricultural labor in any calendar quarter in the current or preceding calendar year, or who employed 10 or more workers on at least one day in each of 20 different weeks in the current or immediately preceding calendar year. Under FUTA, agricultural labor is performed when workers: \u2022 raise or harvest agricultural or horticultural products on a farm; \u2022 work in connection with the operation, management, conservation, improvement, or maintenance of a farm and its tools and equipment; \u2022 handle, process, or package any agricultural or horticultural commodity if a farm produced over half of the commodity (for a group of more than 20 operators, all of the commodity); \u2022 do work related to cotton ginning, or processing crude gum from a living tree; or \u2022 do housework in a private home if it is on a farm that is operated for profit. \nThe term \u201cfarm\u201d includes stock, dairy, poultry, fruit, fur-bearing animals, and truck farms, as well as plantations, ranches, nurseries, ranges, greenhouses, or other similar structures used primarily for raising agricultural or horticultural commodities, and orchards. Agricultural labor does not include reselling activities that do not involve any substantial activity of raising agricultural or horticultural commodities, such as operation of a retail store or a greenhouse used primarily for display or storage. \nFUTA excludes coverage of certain temporary agricultural services performed by aliens. However, these services are counted in determining whether an agricultural employer meets the wage or size-of-firm requirements for coverage. Most states have followed the FUTA provision and, therefore, have limited coverage to service performed on large farms. A few states cover services on smaller farms. The following table describes each state\u2019s agricultural labor provisions that differ from the FUTA provisions."}
-{"table_id": "1-3", "question": "Given the table description, what are the provisions for domestic service in California, if different from the FUTA $1,000 rule?", "answer": {"state": "CA", "provision": "Covers in-home supportive services provided under the Welfare and Institution Code; does not include an in-home support provider paid via public funds and who is the service recipient's minor child, parent, or spouse"}, "prompt_context": "DOMESTIC SERVICE\u2014FUTA applies to any employer who, during any calendar quarter in the current or preceding calendar year, paid wages in cash of $1,000 or more for domestic service in a private home, local college club, or local chapter of a college fraternity or sorority. The following table includes the provisions for states that do not utilize the FUTA definition for coverage of domestic service workers."}
-{"table_id": "1-3", "question": "Given the table description, what are the provisions for domestic service in District of Columbia, if different from the FUTA $1,000 rule?", "answer": {"state": "DC", "provision": "At least $500 in quarterly wages"}, "prompt_context": "DOMESTIC SERVICE\u2014FUTA applies to any employer who, during any calendar quarter in the current or preceding calendar year, paid wages in cash of $1,000 or more for domestic service in a private home, local college club, or local chapter of a college fraternity or sorority. The following table includes the provisions for states that do not utilize the FUTA definition for coverage of domestic service workers."}
-{"table_id": "1-3", "question": "Given the table description, what are the provisions for domestic service in Hawaii, if different from the FUTA $1,000 rule?", "answer": {"state": "HI", "provision": "Excludes domestic in-home and community-based services for a person with developmental and intellectual disabilities under the Medicaid home and community-based services program or when provided to individuals ineligible for Medicaid and performed by an individual in the employ of a recipient of social service payments unless the individual is an employee and not an independent contractor of the recipient of social service payments under FUTA"}, "prompt_context": "DOMESTIC SERVICE\u2014FUTA applies to any employer who, during any calendar quarter in the current or preceding calendar year, paid wages in cash of $1,000 or more for domestic service in a private home, local college club, or local chapter of a college fraternity or sorority. The following table includes the provisions for states that do not utilize the FUTA definition for coverage of domestic service workers."}
-{"table_id": "1-3", "question": "Given the table description, what are the provisions for domestic service in New York, if different from the FUTA $1,000 rule?", "answer": {"state": "NY", "provision": "At least $500 in quarterly wages"}, "prompt_context": "DOMESTIC SERVICE\u2014FUTA applies to any employer who, during any calendar quarter in the current or preceding calendar year, paid wages in cash of $1,000 or more for domestic service in a private home, local college club, or local chapter of a college fraternity or sorority. The following table includes the provisions for states that do not utilize the FUTA definition for coverage of domestic service workers."}
-{"table_id": "1-3", "question": "Given the table description, what are the provisions for domestic service in Virginia, if different from the FUTA $1,000 rule?", "answer": {"state": "VA", "provision": "Excludes: (1) medical services performed by an individual employed to perform those services in a private residence or medical institution if the employing unit is the person receiving the services; and (2) services performed under agreement with a Public Human Service Agency in the home of the recipient of the service or the provider of the service"}, "prompt_context": "DOMESTIC SERVICE\u2014FUTA applies to any employer who, during any calendar quarter in the current or preceding calendar year, paid wages in cash of $1,000 or more for domestic service in a private home, local college club, or local chapter of a college fraternity or sorority. The following table includes the provisions for states that do not utilize the FUTA definition for coverage of domestic service workers."}
-{"table_id": "1-3", "question": "Given the table description, what are the provisions for domestic service in US Virgin Islands, if different from the FUTA $1,000 rule?", "answer": {"state": "VI", "provision": "At least $500 in quarterly wages"}, "prompt_context": "DOMESTIC SERVICE\u2014FUTA applies to any employer who, during any calendar quarter in the current or preceding calendar year, paid wages in cash of $1,000 or more for domestic service in a private home, local college club, or local chapter of a college fraternity or sorority. The following table includes the provisions for states that do not utilize the FUTA definition for coverage of domestic service workers."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Minnesota?", "answer": {"state": "MN", "metadata": "An individual who has been paid 4 times their WBA may not use wages paid by an employing unit if the individual (a) individually or jointly with a spouse, parent, or child owns or controls 25% or more interest in the employing unit; or (b) is the spouse, parent, or minor child of any individual who owns or controls 25% or more interest in the employing unit; and (c) is not permanently separated from employment. Also exempts officers or shareholders in a family agricultural corporation. Contracts to obtain a taxpaying employer's workforce must include coverage of corporate officers for the duration of the contract."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in New Jersey?", "answer": {"state": "NJ", "metadata": "Excludes corporate officers and individuals with at least 5% ownership of employing business."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in North Dakota?", "answer": {"state": "ND", "metadata": "Exempts corporate officers when \u00bc or more of the ownership interest was owned or controlled by the individual's spouse, child, or parent or by any combination of them if the corporation requests exemption from coverage."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Oklahoma?", "answer": {"state": "OK", "metadata": "Exempts services, not considered nonprofit, if the officer owns 100% of the stock."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Oregon?", "answer": {"state": "OR", "metadata": "Exempts services performed by corporate officers who are directors of the corporation, who have a substantial corporate ownership interest, and who are related by family if the corporation elects not to provide coverage for the related family members."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Texas?", "answer": {"state": "TX", "metadata": "An individual will not be eligible for benefits from the date of the sale of a business and until the individual is re-employed and eligible for benefits based on the wages received through the new employment if the business was a corporation and the individual was an officer or a majority or controlling shareholder in the corporation, and was involved in the sale of the corporation; or if the business was a limited or general partnership and the individual was a limited or general partner who was involved in the sale of the partnership; or the business was a sole proprietorship and the individual was the proprietor who sold the business."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in South Carolina?", "answer": {"state": "SC", "metadata": "Exempts service performed by an officer of a corporation. A corporation may elect, in writing, to cover its officers and must notify its officers they are ineligible for UI benefits if the corporation does not elect to provide coverage. Coverage must be provided for at least 2 calendar years and shall terminate January 1 subsequent to the 2-year period if the employer files a written application before January 15 of that year."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Washington?", "answer": {"state": "WA", "metadata": "Exempts services performed by corporate officers unless corporation elects coverage for all officers; wages for corporate officer must be less than 25% of total base year wages to be eligible for benefits. However, this exemption does not apply to corporate officers employed by nonprofit or governmental employers."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Wisconsin?", "answer": {"state": "WI", "metadata": "The amount of BPW used to compute total benefits payable to an individual may not exceed 10 times the individual's WBA based on the individual's employment with a corporation or a limited liability company that is treated as a corporation if \u00bd or more of the ownership interest in the corporation or limited liability company during the employment was owned or controlled by the individual's spouse or by the individual's parent if the individual is under age 18, or by a combination of 2 or more of them; or in the case of a corporation, if \u00bc or more of the ownership interest in the corporation during the employment was owned or controlled by the individual. Also, a corporate employer having taxable payrolls less than the amount used to establish separate solvency contribution rates may elect not to have the principal officers covered if the officers have a direct or indirect substantial ownership interest in the corporation."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Alaska?", "answer": {"state": "AK", "metadata": "Services are exempt only if the corporation is not a nonprofit or governmental entity and the employee is an executive officer of the corporation."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in California?", "answer": {"state": "CA", "metadata": "Exempts services performed by an individual in the employ of a corporation of which the individual is the majority or controlling shareholder and an officer, if not subject to FUTA. Also exempts an officer or shareholder of an agricultural corporation unless the corporation is an employer defined under FUTA."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Delaware?", "answer": {"state": "DE", "metadata": "Exempts services performed by an officer of a corporation organized and operated exclusively for social or civic purposes, provided the services performed by the officer are part-time and when the remuneration received does not exceed $75 in any CQ."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Hawaii?", "answer": {"state": "HI", "metadata": "An individual will not be eligible for benefits if an owner-employee of a corporation brings about their unemployment by divesting ownership, leasing the business interest, terminating the business, or by other similar actions. Also, excludes from coverage services for a family-owned private corporation, organized for profit that employs family members who own at least 50% of the corporate shares, provided certain criteria are met."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Iowa?", "answer": {"state": "IA", "metadata": "Exempts services performed by an individual in the employ of a corporation of which the individual is the majority or controlling shareholder and an officer, if not subject to FUTA."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Idaho?", "answer": {"state": "ID", "metadata": "Permits exemption of corporate officers from coverage and permits reinstatement of corporate officers previously exempted. A corporate officer whose benefit claim is based on wages with a corporation in which they or a family member has an ownership interest is not \"unemployed\" and is ineligible for benefits in any week during their term of office with the corporation. However, the corporate officer is unemployed in any week not employed by the corporation for an indefinite period of time due to circumstances beyond their control or the control of a family member who has an ownership interest in the corporation; if at any time during the BY the corporate officer resumes, or returns to, work for the corporation, there is a rebuttable presumption that their unemployment was within their control, and all benefits paid are considered an overpayment. A corporation that is a public company may elect to exempt from coverage any corporate officer who is voluntarily elected or voluntarily appointed, is a shareholder of the corporation, exercises substantial control in the daily management of the corporation, and whose primary responsibilities do not include the performance of manual labor; a corporation that is not a public company may elect to exempt from coverage any corporate officer, without regard to their performance of manual labor, if the officer is a shareholder of the corporation, voluntarily agrees to be exempted from coverage, and exercises substantial control in the daily management of the corporation that has a class of shares registered with the Federal Securities and Exchange Commission."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-7", "question": "Given the description above, what are the unemployment insurance exclusions and benefit restrictions for corporate officers in Michigan?", "answer": {"state": "MI", "metadata": "Limits to no more than 7 weeks benefits payable based on services performed in a family corporation in which the individual or their son, daughter, spouse, or parent owns more than 50% of the proprietary interest in the corporation."}, "prompt_context": "COVERAGE OF OFFICERS OF CORPORATIONS Under FUTA, an officer of a corporation is defined as an employee of the corporation, and wages paid to the employee are subject to the FUTA tax. However, some states have enacted exclusions from coverage (with the exception of any corporate officers for whom coverage is required under federal law) or restrictions on benefits for corporate officers. Since FUTA contains no exclusion, when states exclude these services from coverage, the employers of corporate officers are liable for the full FUTA tax on wages paid to these individuals. The following table outlines the exclusions and benefit restrictions selected by certain states."}
-{"table_id": "1-9", "question": "Given the description above, does Florida's unemployment insurance provisions exclude elected officials?", "answer": {"state": "FL", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Georgia's unemployment insurance provisions exclude elected officials?", "answer": {"state": "GA", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Montana's unemployment insurance provisions exclude elected officials?", "answer": {"state": "MT", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nebraska's unemployment insurance provisions exclude elected officials?", "answer": {"state": "NE", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nevada's unemployment insurance provisions exclude elected officials?", "answer": {"state": "NV", "elected_officials": false, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Washington's unemployment insurance provisions exclude elected officials?", "answer": {"state": "WA", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Alaska's unemployment insurance provisions exclude elected officials?", "answer": {"state": "AK", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Arkansas's unemployment insurance provisions exclude elected officials?", "answer": {"state": "AR", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Florida's unemployment insurance provisions exclude legislators and members of the judiciary?", "answer": {"state": "FL", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Georgia's unemployment insurance provisions exclude legislators and members of the judiciary?", "answer": {"state": "GA", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Montana's unemployment insurance provisions exclude legislators and members of the judiciary?", "answer": {"state": "MT", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nebraska's unemployment insurance provisions exclude legislators and members of the judiciary?", "answer": {"state": "NE", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nevada's unemployment insurance provisions exclude legislators and members of the judiciary?", "answer": {"state": "NV", "elected_officials": false, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Washington's unemployment insurance provisions exclude legislators and members of the judiciary?", "answer": {"state": "WA", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Alaska's unemployment insurance provisions exclude legislators and members of the judiciary?", "answer": {"state": "AK", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Arkansas's unemployment insurance provisions exclude legislators and members of the judiciary?", "answer": {"state": "AR", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Florida's unemployment insurance provisions exclude members of the state and national guard and air national guard?", "answer": {"state": "FL", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Georgia's unemployment insurance provisions exclude members of the state and national guard and air national guard?", "answer": {"state": "GA", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Montana's unemployment insurance provisions exclude members of the state and national guard and air national guard?", "answer": {"state": "MT", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nebraska's unemployment insurance provisions exclude members of the state and national guard and air national guard?", "answer": {"state": "NE", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nevada's unemployment insurance provisions exclude members of the state and national guard and air national guard?", "answer": {"state": "NV", "elected_officials": false, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Washington's unemployment insurance provisions exclude members of the state and national guard and air national guard?", "answer": {"state": "WA", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Alaska's unemployment insurance provisions exclude members of the state and national guard and air national guard?", "answer": {"state": "AK", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Arkansas's unemployment insurance provisions exclude members of the state and national guard and air national guard?", "answer": {"state": "AR", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Florida's unemployment provisions exclude temporary emergency employees coverage?", "answer": {"state": "FL", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Georgia's unemployment provisions exclude temporary emergency employees coverage?", "answer": {"state": "GA", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Montana's unemployment provisions exclude temporary emergency employees coverage?", "answer": {"state": "MT", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nebraska's unemployment provisions exclude temporary emergency employees coverage?", "answer": {"state": "NE", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nevada's unemployment provisions exclude temporary emergency employees coverage?", "answer": {"state": "NV", "elected_officials": false, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Washington's unemployment provisions exclude temporary emergency employees coverage?", "answer": {"state": "WA", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Alaska's unemployment provisions exclude temporary emergency employees coverage?", "answer": {"state": "AK", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Arkansas's unemployment provisions exclude temporary emergency employees coverage?", "answer": {"state": "AR", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Florida's unemployment provisions exclude policymaking and advisory positions?", "answer": {"state": "FL", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Georgia's unemployment provisions exclude policymaking and advisory positions?", "answer": {"state": "GA", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Montana's unemployment provisions exclude policymaking and advisory positions?", "answer": {"state": "MT", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": false, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nebraska's unemployment provisions exclude policymaking and advisory positions?", "answer": {"state": "NE", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Nevada's unemployment provisions exclude policymaking and advisory positions?", "answer": {"state": "NV", "elected_officials": false, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Washington's unemployment provisions exclude policymaking and advisory positions?", "answer": {"state": "WA", "elected_officials": true, "legislators_and_members_of_judiciary": false, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Alaska's unemployment provisions exclude policymaking and advisory positions?", "answer": {"state": "AK", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": true, "policymaking_and_advisory_positions": false}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "1-9", "question": "Given the description above, does Arkansas's unemployment provisions exclude policymaking and advisory positions?", "answer": {"state": "AR", "elected_officials": true, "legislators_and_members_of_judiciary": true, "members_of_state_national_guard_and_air_national_guard": true, "temporary_emergency_employees": false, "policymaking_and_advisory_positions": true}, "prompt_context": "GOVERNMENTAL ENTITIES\u2014Federal law requires states to cover most services for the state and its political subdivisions. When service is performed for an instrumentality owned by more than one state or political subdivision, coverage is determined based on the location of the work. \nAdditional Exclusions for Governmental Entities\u2014Since federal law includes no size-of-firm restrictions for governmental entities, as it does for nonprofit organizations, generally all services for governmental entities must be covered. There are, however, certain types of services federal law permits states to exclude from governmental coverage. These include service performed: \u2022 as an elected official; \u2022 as a member of a legislative body or a member of the judiciary; \u2022 as a member of the state National Guard or Air National Guard; \u2022 as an employee serving on a temporary basis in case of fire, storm, snow, earthquake, flood, or similar declared emergency; or \u2022 in a position which, under the state law, is designated as a major, non-tenured, policymaking or advisory position, or a part-time policymaking position which ordinarily requires eight or fewer hours a week. Most states have opted to exclude all types of services mentioned previously. For states that do not exclude all of the aforementioned types of services, the following table shows which services are excluded under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Alabama for assessing state unemployment insurance taxes?", "answer": {"state": "AL", "taxable_wage_base": 8000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Alaska for assessing state unemployment insurance taxes?", "answer": {"state": "AK", "taxable_wage_base": 45200, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Arizona for assessing state unemployment insurance taxes?", "answer": {"state": "AZ", "taxable_wage_base": 7000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Arkansas for assessing state unemployment insurance taxes?", "answer": {"state": "AR", "taxable_wage_base": 10000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Colorado for assessing state unemployment insurance taxes?", "answer": {"state": "CO", "taxable_wage_base": 17000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Connecticut for assessing state unemployment insurance taxes?", "answer": {"state": "CT", "taxable_wage_base": 15000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Delaware for assessing state unemployment insurance taxes?", "answer": {"state": "DE", "taxable_wage_base": 14500, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in District of Columbia for assessing state unemployment insurance taxes?", "answer": {"state": "DC", "taxable_wage_base": 9000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Florida for assessing state unemployment insurance taxes?", "answer": {"state": "FL", "taxable_wage_base": 7000, "metadata": "Taxable wage base is $7,000 but increases to $8,000 any year principal is due on Title XII advances"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Georgia for assessing state unemployment insurance taxes?", "answer": {"state": "GA", "taxable_wage_base": 9500}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Hawaii for assessing state unemployment insurance taxes?", "answer": {"state": "HI", "taxable_wage_base": 51600, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Idaho for assessing state unemployment insurance taxes?", "answer": {"state": "ID", "taxable_wage_base": 46500, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Illinois for assessing state unemployment insurance taxes?", "answer": {"state": "IL", "taxable_wage_base": 12960, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Indiana for assessing state unemployment insurance taxes?", "answer": {"state": "IN", "taxable_wage_base": 9500}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Iowa for assessing state unemployment insurance taxes?", "answer": {"state": "IA", "taxable_wage_base": 34800, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Kansas for assessing state unemployment insurance taxes?", "answer": {"state": "KS", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Kentucky for assessing state unemployment insurance taxes?", "answer": {"state": "KY", "taxable_wage_base": 11100}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Louisiana for assessing state unemployment insurance taxes?", "answer": {"state": "LA", "taxable_wage_base": 7700, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Maine for assessing state unemployment insurance taxes?", "answer": {"state": "ME", "taxable_wage_base": 12000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Maryland for assessing state unemployment insurance taxes?", "answer": {"state": "MD", "taxable_wage_base": 8500}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Massachusetts for assessing state unemployment insurance taxes?", "answer": {"state": "MA", "taxable_wage_base": 15000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Michigan for assessing state unemployment insurance taxes?", "answer": {"state": "MI", "taxable_wage_base": 9500}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Minnesota for assessing state unemployment insurance taxes?", "answer": {"state": "MN", "taxable_wage_base": 38000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Mississippi for assessing state unemployment insurance taxes?", "answer": {"state": "MS", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Missouri for assessing state unemployment insurance taxes?", "answer": {"state": "MO", "taxable_wage_base": 11000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Montana for assessing state unemployment insurance taxes?", "answer": {"state": "MT", "taxable_wage_base": 38100, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Nebraska for assessing state unemployment insurance taxes?", "answer": {"state": "NE", "taxable_wage_base": 9000, "metadata": "$24,000 for maximum experience rated employers"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Nevada for assessing state unemployment insurance taxes?", "answer": {"state": "NV", "taxable_wage_base": 36600, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in New Hampshire for assessing state unemployment insurance taxes?", "answer": {"state": "NH", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in New Jersey for assessing state unemployment insurance taxes?", "answer": {"state": "NJ", "taxable_wage_base": 39800, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in New Mexico for assessing state unemployment insurance taxes?", "answer": {"state": "NM", "taxable_wage_base": 28700, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in New York for assessing state unemployment insurance taxes?", "answer": {"state": "NY", "taxable_wage_base": 12000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in North Carolina for assessing state unemployment insurance taxes?", "answer": {"state": "NC", "taxable_wage_base": 28000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in North Dakota for assessing state unemployment insurance taxes?", "answer": {"state": "ND", "taxable_wage_base": 38400, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Ohio for assessing state unemployment insurance taxes?", "answer": {"state": "OH", "taxable_wage_base": 9000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Oklahoma for assessing state unemployment insurance taxes?", "answer": {"state": "OK", "taxable_wage_base": 24800, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Oregon for assessing state unemployment insurance taxes?", "answer": {"state": "OR", "taxable_wage_base": 47700, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Pennsylvania for assessing state unemployment insurance taxes?", "answer": {"state": "PA", "taxable_wage_base": 10000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Puerto Rico for assessing state unemployment insurance taxes?", "answer": {"state": "PR", "taxable_wage_base": 7000, "metadata": "Increase up to $10,500 at Secretary's discretion"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Rhode Island for assessing state unemployment insurance taxes?", "answer": {"state": "RI", "taxable_wage_base": 24600, "metadata": "Flexible taxable wage base. Two-tier UI taxable wage base. Tier I sets the state's UI taxable wage base at 46.5% of the statewide average annual wage for most employers. Tier II impacts only employers in the highest tax group, and sets the taxable wage base $1,500 higher than the wage base for employers in lower tax groups."}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in South Carolina for assessing state unemployment insurance taxes?", "answer": {"state": "SC", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in South Dakota for assessing state unemployment insurance taxes?", "answer": {"state": "SD", "taxable_wage_base": 15000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Tennessee for assessing state unemployment insurance taxes?", "answer": {"state": "TN", "taxable_wage_base": 7000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Texas for assessing state unemployment insurance taxes?", "answer": {"state": "TX", "taxable_wage_base": 9000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Utah for assessing state unemployment insurance taxes?", "answer": {"state": "UT", "taxable_wage_base": 41600, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Vermont for assessing state unemployment insurance taxes?", "answer": {"state": "VT", "taxable_wage_base": 15500, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Virginia for assessing state unemployment insurance taxes?", "answer": {"state": "VA", "taxable_wage_base": 8000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in US Virgin Islands for assessing state unemployment insurance taxes?", "answer": {"state": "VI", "taxable_wage_base": 30800, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Washington for assessing state unemployment insurance taxes?", "answer": {"state": "WA", "taxable_wage_base": 62500, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in West Virginia for assessing state unemployment insurance taxes?", "answer": {"state": "WV", "taxable_wage_base": 9000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Wisconsin for assessing state unemployment insurance taxes?", "answer": {"state": "WI", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, what is the taxable wage base in Wyoming for assessing state unemployment insurance taxes?", "answer": {"state": "WY", "taxable_wage_base": 27700, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Alabama?", "answer": {"state": "AL", "taxable_wage_base": 8000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Alaska?", "answer": {"state": "AK", "taxable_wage_base": 45200, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Arizona?", "answer": {"state": "AZ", "taxable_wage_base": 7000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Arkansas?", "answer": {"state": "AR", "taxable_wage_base": 10000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Colorado?", "answer": {"state": "CO", "taxable_wage_base": 17000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Connecticut?", "answer": {"state": "CT", "taxable_wage_base": 15000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Delaware?", "answer": {"state": "DE", "taxable_wage_base": 14500, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for District of Columbia?", "answer": {"state": "DC", "taxable_wage_base": 9000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Florida?", "answer": {"state": "FL", "taxable_wage_base": 7000, "metadata": "Taxable wage base is $7,000 but increases to $8,000 any year principal is due on Title XII advances"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Georgia?", "answer": {"state": "GA", "taxable_wage_base": 9500}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Hawaii?", "answer": {"state": "HI", "taxable_wage_base": 51600, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Idaho?", "answer": {"state": "ID", "taxable_wage_base": 46500, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Illinois?", "answer": {"state": "IL", "taxable_wage_base": 12960, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Indiana?", "answer": {"state": "IN", "taxable_wage_base": 9500}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Iowa?", "answer": {"state": "IA", "taxable_wage_base": 34800, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Kansas?", "answer": {"state": "KS", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Kentucky?", "answer": {"state": "KY", "taxable_wage_base": 11100}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Louisiana?", "answer": {"state": "LA", "taxable_wage_base": 7700, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Maine?", "answer": {"state": "ME", "taxable_wage_base": 12000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Maryland?", "answer": {"state": "MD", "taxable_wage_base": 8500}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Massachusetts?", "answer": {"state": "MA", "taxable_wage_base": 15000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Michigan?", "answer": {"state": "MI", "taxable_wage_base": 9500}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Minnesota?", "answer": {"state": "MN", "taxable_wage_base": 38000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Mississippi?", "answer": {"state": "MS", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Missouri?", "answer": {"state": "MO", "taxable_wage_base": 11000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Montana?", "answer": {"state": "MT", "taxable_wage_base": 38100, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Nebraska?", "answer": {"state": "NE", "taxable_wage_base": 9000, "metadata": "$24,000 for maximum experience rated employers"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Nevada?", "answer": {"state": "NV", "taxable_wage_base": 36600, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for New Hampshire?", "answer": {"state": "NH", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for New Jersey?", "answer": {"state": "NJ", "taxable_wage_base": 39800, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for New Mexico?", "answer": {"state": "NM", "taxable_wage_base": 28700, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for New York?", "answer": {"state": "NY", "taxable_wage_base": 12000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for North Carolina?", "answer": {"state": "NC", "taxable_wage_base": 28000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for North Dakota?", "answer": {"state": "ND", "taxable_wage_base": 38400, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Ohio?", "answer": {"state": "OH", "taxable_wage_base": 9000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Oklahoma?", "answer": {"state": "OK", "taxable_wage_base": 24800, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Oregon?", "answer": {"state": "OR", "taxable_wage_base": 47700, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Pennsylvania?", "answer": {"state": "PA", "taxable_wage_base": 10000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Puerto Rico?", "answer": {"state": "PR", "taxable_wage_base": 7000, "metadata": "Increase up to $10,500 at Secretary's discretion"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Rhode Island?", "answer": {"state": "RI", "taxable_wage_base": 24600, "metadata": "Flexible taxable wage base. Two-tier UI taxable wage base. Tier I sets the state's UI taxable wage base at 46.5% of the statewide average annual wage for most employers. Tier II impacts only employers in the highest tax group, and sets the taxable wage base $1,500 higher than the wage base for employers in lower tax groups."}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for South Carolina?", "answer": {"state": "SC", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for South Dakota?", "answer": {"state": "SD", "taxable_wage_base": 15000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Tennessee?", "answer": {"state": "TN", "taxable_wage_base": 7000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Texas?", "answer": {"state": "TX", "taxable_wage_base": 9000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Utah?", "answer": {"state": "UT", "taxable_wage_base": 41600, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Vermont?", "answer": {"state": "VT", "taxable_wage_base": 15500, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Virginia?", "answer": {"state": "VA", "taxable_wage_base": 8000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for US Virgin Islands?", "answer": {"state": "VI", "taxable_wage_base": 30800, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Washington?", "answer": {"state": "WA", "taxable_wage_base": 62500, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for West Virginia?", "answer": {"state": "WV", "taxable_wage_base": 9000, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Wisconsin?", "answer": {"state": "WI", "taxable_wage_base": 14000}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-1", "question": "Given the description above, are there any special provisions or flexible taxable wage base rules for Wyoming?", "answer": {"state": "WY", "taxable_wage_base": 27700, "metadata": "Flexible taxable wage base"}, "prompt_context": "TAXABLE WAGES\u2014Almost all states have adopted a higher taxable wage base than that applicable under FUTA ($7,000) for purposes of assessing state unemployment taxes. In these states, an employer pays a tax on wages paid to (or earned by) each worker within a calendar year up to the specified amount. Most states, though not all states, include only remuneration that is subject to FUTA when assessing the taxable wage base. In addition, most of the states provide an automatic adjustment of the wage base if FUTA is amended to apply to a higher taxable wage base than that specified under state law."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Alaska (percent of the state average annual wage or any other method)?", "answer": {"state": "AK", "computed_as": {"percent_of_state_average_annual_wage": "75 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Arkansas (percent of the state average annual wage or any other method)?", "answer": {"state": "AR", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Delaware (percent of the state average annual wage or any other method)?", "answer": {"state": "DE", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Hawaii (percent of the state average annual wage or any other method)?", "answer": {"state": "HI", "computed_as": {"percent_of_state_average_annual_wage": "100 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Idaho (percent of the state average annual wage or any other method)?", "answer": {"state": "ID", "computed_as": {"percent_of_state_average_annual_wage": "100 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Illinois (percent of the state average annual wage or any other method)?", "answer": {"state": "IL", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Iowa (percent of the state average annual wage or any other method)?", "answer": {"state": "IA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "66\u2154 % of the state AWW, multiplied by 52 rounded to the higher $100, or the federal taxable wage base"}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Louisiana (percent of the state average annual wage or any other method)?", "answer": {"state": "LA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Minnesota (percent of the state average annual wage or any other method)?", "answer": {"state": "MN", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to nearest $1,000", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Missouri (percent of the state average annual wage or any other method)?", "answer": {"state": "MO", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Montana (percent of the state average annual wage or any other method)?", "answer": {"state": "MT", "computed_as": {"percent_of_state_average_annual_wage": "80 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Nevada (percent of the state average annual wage or any other method)?", "answer": {"state": "NV", "computed_as": {"percent_of_state_average_annual_wage": "66\u2154 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in New Jersey (percent of the state average annual wage or any other method)?", "answer": {"state": "NJ", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "28 x state AWW rounded to higher $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in New Mexico (percent of the state average annual wage or any other method)?", "answer": {"state": "NM", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to higher $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in North Carolina (percent of the state average annual wage or any other method)?", "answer": {"state": "NC", "computed_as": {"percent_of_state_average_annual_wage": "50 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in North Dakota (percent of the state average annual wage or any other method)?", "answer": {"state": "ND", "computed_as": {"percent_of_state_average_annual_wage": "70 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Oklahoma (percent of the state average annual wage or any other method)?", "answer": {"state": "OK", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "40-50 (dependent upon the condition factor in place) rounded to nearest $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Oregon (percent of the state average annual wage or any other method)?", "answer": {"state": "OR", "computed_as": {"percent_of_state_average_annual_wage": "80 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Rhode Island (percent of the state average annual wage or any other method)?", "answer": {"state": "RI", "computed_as": {"percent_of_state_average_annual_wage": "46\u00bd rounded to higher even multiple of $200", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Tennessee (percent of the state average annual wage or any other method)?", "answer": {"state": "TN", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Utah (percent of the state average annual wage or any other method)?", "answer": {"state": "UT", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "75% of the prior average fiscal year wage rounded to the higher $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Vermont (percent of the state average annual wage or any other method)?", "answer": {"state": "VT", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "When trust fund has positive balance, TWB increases by same percentage as the increase in the state's AAW"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in US Virgin Islands (percent of the state average annual wage or any other method)?", "answer": {"state": "VI", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to higher $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Washington (percent of the state average annual wage or any other method)?", "answer": {"state": "WA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "115% of previous year's taxable wage base rounded to the lower $100, but not to exceed 80% of AAW for the 2nd preceding CY rounded to the lower $100"}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in West Virginia (percent of the state average annual wage or any other method)?", "answer": {"state": "WV", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what is the taxable wage base computed as in Wyoming (percent of the state average annual wage or any other method)?", "answer": {"state": "WY", "computed_as": {"percent_of_state_average_annual_wage": "55 rounded to lower $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Alaska (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "AK", "computed_as": {"percent_of_state_average_annual_wage": "75 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Arkansas (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "AR", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Delaware (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "DE", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Hawaii (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "HI", "computed_as": {"percent_of_state_average_annual_wage": "100 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Idaho (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "ID", "computed_as": {"percent_of_state_average_annual_wage": "100 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Illinois (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "IL", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Iowa (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "IA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "66\u2154 % of the state AWW, multiplied by 52 rounded to the higher $100, or the federal taxable wage base"}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Louisiana (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "LA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Minnesota (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "MN", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to nearest $1,000", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Missouri (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "MO", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Montana (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "MT", "computed_as": {"percent_of_state_average_annual_wage": "80 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Nevada (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "NV", "computed_as": {"percent_of_state_average_annual_wage": "66\u2154 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in New Jersey (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "NJ", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "28 x state AWW rounded to higher $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in New Mexico (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "NM", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to higher $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in North Carolina (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "NC", "computed_as": {"percent_of_state_average_annual_wage": "50 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in North Dakota (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "ND", "computed_as": {"percent_of_state_average_annual_wage": "70 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Oklahoma (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "OK", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "40-50 (dependent upon the condition factor in place) rounded to nearest $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Oregon (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "OR", "computed_as": {"percent_of_state_average_annual_wage": "80 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Rhode Island (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "RI", "computed_as": {"percent_of_state_average_annual_wage": "46\u00bd rounded to higher even multiple of $200", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Tennessee (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "TN", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Utah (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "UT", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "75% of the prior average fiscal year wage rounded to the higher $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Vermont (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "VT", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "When trust fund has positive balance, TWB increases by same percentage as the increase in the state's AAW"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in US Virgin Islands (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "VI", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to higher $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Washington (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "WA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "115% of previous year's taxable wage base rounded to the lower $100, but not to exceed 80% of AAW for the 2nd preceding CY rounded to the lower $100"}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in West Virginia (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "WV", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, what period of time is used for computing the taxable wage base in Wyoming (e.g., preceding calendar year, 12 months ending June 30, or second preceding calendar year)?", "answer": {"state": "WY", "computed_as": {"percent_of_state_average_annual_wage": "55 rounded to lower $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Alaska variable based on the state's trust fund balance?", "answer": {"state": "AK", "computed_as": {"percent_of_state_average_annual_wage": "75 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Arkansas variable based on the state's trust fund balance?", "answer": {"state": "AR", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Delaware variable based on the state's trust fund balance?", "answer": {"state": "DE", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Hawaii variable based on the state's trust fund balance?", "answer": {"state": "HI", "computed_as": {"percent_of_state_average_annual_wage": "100 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Idaho variable based on the state's trust fund balance?", "answer": {"state": "ID", "computed_as": {"percent_of_state_average_annual_wage": "100 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Illinois variable based on the state's trust fund balance?", "answer": {"state": "IL", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Iowa variable based on the state's trust fund balance?", "answer": {"state": "IA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "66\u2154 % of the state AWW, multiplied by 52 rounded to the higher $100, or the federal taxable wage base"}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Louisiana variable based on the state's trust fund balance?", "answer": {"state": "LA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Minnesota variable based on the state's trust fund balance?", "answer": {"state": "MN", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to nearest $1,000", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Missouri variable based on the state's trust fund balance?", "answer": {"state": "MO", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Montana variable based on the state's trust fund balance?", "answer": {"state": "MT", "computed_as": {"percent_of_state_average_annual_wage": "80 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Nevada variable based on the state's trust fund balance?", "answer": {"state": "NV", "computed_as": {"percent_of_state_average_annual_wage": "66\u2154 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in New Jersey variable based on the state's trust fund balance?", "answer": {"state": "NJ", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "28 x state AWW rounded to higher $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in New Mexico variable based on the state's trust fund balance?", "answer": {"state": "NM", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to higher $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in North Carolina variable based on the state's trust fund balance?", "answer": {"state": "NC", "computed_as": {"percent_of_state_average_annual_wage": "50 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in North Dakota variable based on the state's trust fund balance?", "answer": {"state": "ND", "computed_as": {"percent_of_state_average_annual_wage": "70 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Oklahoma variable based on the state's trust fund balance?", "answer": {"state": "OK", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "40-50 (dependent upon the condition factor in place) rounded to nearest $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Oregon variable based on the state's trust fund balance?", "answer": {"state": "OR", "computed_as": {"percent_of_state_average_annual_wage": "80 rounded to nearest $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": true}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Rhode Island variable based on the state's trust fund balance?", "answer": {"state": "RI", "computed_as": {"percent_of_state_average_annual_wage": "46\u00bd rounded to higher even multiple of $200", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Tennessee variable based on the state's trust fund balance?", "answer": {"state": "TN", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Utah variable based on the state's trust fund balance?", "answer": {"state": "UT", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "75% of the prior average fiscal year wage rounded to the higher $100"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Vermont variable based on the state's trust fund balance?", "answer": {"state": "VT", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "When trust fund has positive balance, TWB increases by same percentage as the increase in the state's AAW"}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in US Virgin Islands variable based on the state's trust fund balance?", "answer": {"state": "VI", "computed_as": {"percent_of_state_average_annual_wage": "60 rounded to higher $100", "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": true, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Washington variable based on the state's trust fund balance?", "answer": {"state": "WA", "computed_as": {"percent_of_state_average_annual_wage": null, "other": "115% of previous year's taxable wage base rounded to the lower $100, but not to exceed 80% of AAW for the 2nd preceding CY rounded to the lower $100"}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in West Virginia variable based on the state's trust fund balance?", "answer": {"state": "WV", "computed_as": {"percent_of_state_average_annual_wage": null, "other": null}, "period_of_time_used": {"preceding_cy": false, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": true}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-2", "question": "Given the description above, is the taxable wage base in Wyoming variable based on the state's trust fund balance?", "answer": {"state": "WY", "computed_as": {"percent_of_state_average_annual_wage": "55 rounded to lower $100", "other": null}, "period_of_time_used": {"preceding_cy": true, "12_months_ending_june_30": false, "second_preceding_cy": false}, "variable_taxable_wage_base_based_on_trust_fund_balance": false}, "prompt_context": "As reflected in the following table, some states have established flexible taxable wage bases that are automatically adjusted, generally on an annual basis. Most of these states index the taxable wage base to the states\u2019 average annual wage. Other states tie the taxable wage base to the health of the state\u2019s trust fund balance."}
-{"table_id": "2-5", "question": "Given the description above, what are the years of benefits used to calculate the benefit-wage ratio in Delaware?", "answer": {"state": "DE", "years_of_benefits_used": "Last 3 years", "years_of_payrolls_used": "Last 3 years"}, "prompt_context": "BENEFIT-WAGE-RATIO FORMULA\u2014The benefit-wage-ratio formula is significantly different from the other formulas. It makes no attempt to measure all benefits paid to the workers of individual employers. The relative experience of employers is measured by the separations of workers which result in benefit payments, but the duration of their benefits is not a factor. The separations, weighted with the wages earned by the workers with each base period employer, are recorded on each employer\u2019s experience rating record as \u201cbenefit wages.\u201d Only one separation per beneficiary per benefit year is recorded for any one employer. The index which is used to establish the relative experience of employers is the proportion of each employer\u2019s payroll which is paid to those workers who become unemployed and receive benefits (i.e., the ratio of an employer\u2019s benefit wages to total taxable wages). The ratio of total benefit payments and total benefit wages, known as the state experience factor, means that, on average, the workers who drew benefits received a certain amount of benefits for each dollar of benefit wages paid and the same amount of taxes per dollar of benefit wages is needed to replenish the fund. The total amount to be raised is distributed among employers in accordance with their benefit-wage-ratios; the higher the ratio, the higher the rate. \nIndividual employer rates are determined by multiplying the employer\u2019s experience factor by the state experience factor. The multiplication is facilitated by a table, which assigns rates that are the same as, or slightly more than, the product of the employer\u2019s benefit-wage-ratio and the state factor."}
-{"table_id": "2-5", "question": "Given the description above, what are the years of benefits used to calculate the benefit-wage ratio in Oklahoma?", "answer": {"state": "OK", "years_of_benefits_used": "Last 3 years", "years_of_payrolls_used": "Last 3 years"}, "prompt_context": "BENEFIT-WAGE-RATIO FORMULA\u2014The benefit-wage-ratio formula is significantly different from the other formulas. It makes no attempt to measure all benefits paid to the workers of individual employers. The relative experience of employers is measured by the separations of workers which result in benefit payments, but the duration of their benefits is not a factor. The separations, weighted with the wages earned by the workers with each base period employer, are recorded on each employer\u2019s experience rating record as \u201cbenefit wages.\u201d Only one separation per beneficiary per benefit year is recorded for any one employer. The index which is used to establish the relative experience of employers is the proportion of each employer\u2019s payroll which is paid to those workers who become unemployed and receive benefits (i.e., the ratio of an employer\u2019s benefit wages to total taxable wages). The ratio of total benefit payments and total benefit wages, known as the state experience factor, means that, on average, the workers who drew benefits received a certain amount of benefits for each dollar of benefit wages paid and the same amount of taxes per dollar of benefit wages is needed to replenish the fund. The total amount to be raised is distributed among employers in accordance with their benefit-wage-ratios; the higher the ratio, the higher the rate. \nIndividual employer rates are determined by multiplying the employer\u2019s experience factor by the state experience factor. The multiplication is facilitated by a table, which assigns rates that are the same as, or slightly more than, the product of the employer\u2019s benefit-wage-ratio and the state factor."}
-{"table_id": "2-5", "question": "Given the description above, what are the years of payrolls used to calculate the benefit-wage ratio in Delaware?", "answer": {"state": "DE", "years_of_benefits_used": "Last 3 years", "years_of_payrolls_used": "Last 3 years"}, "prompt_context": "BENEFIT-WAGE-RATIO FORMULA\u2014The benefit-wage-ratio formula is significantly different from the other formulas. It makes no attempt to measure all benefits paid to the workers of individual employers. The relative experience of employers is measured by the separations of workers which result in benefit payments, but the duration of their benefits is not a factor. The separations, weighted with the wages earned by the workers with each base period employer, are recorded on each employer\u2019s experience rating record as \u201cbenefit wages.\u201d Only one separation per beneficiary per benefit year is recorded for any one employer. The index which is used to establish the relative experience of employers is the proportion of each employer\u2019s payroll which is paid to those workers who become unemployed and receive benefits (i.e., the ratio of an employer\u2019s benefit wages to total taxable wages). The ratio of total benefit payments and total benefit wages, known as the state experience factor, means that, on average, the workers who drew benefits received a certain amount of benefits for each dollar of benefit wages paid and the same amount of taxes per dollar of benefit wages is needed to replenish the fund. The total amount to be raised is distributed among employers in accordance with their benefit-wage-ratios; the higher the ratio, the higher the rate. \nIndividual employer rates are determined by multiplying the employer\u2019s experience factor by the state experience factor. The multiplication is facilitated by a table, which assigns rates that are the same as, or slightly more than, the product of the employer\u2019s benefit-wage-ratio and the state factor."}
-{"table_id": "2-5", "question": "Given the description above, what are the years of payrolls used to calculate the benefit-wage ratio in Oklahoma?", "answer": {"state": "OK", "years_of_benefits_used": "Last 3 years", "years_of_payrolls_used": "Last 3 years"}, "prompt_context": "BENEFIT-WAGE-RATIO FORMULA\u2014The benefit-wage-ratio formula is significantly different from the other formulas. It makes no attempt to measure all benefits paid to the workers of individual employers. The relative experience of employers is measured by the separations of workers which result in benefit payments, but the duration of their benefits is not a factor. The separations, weighted with the wages earned by the workers with each base period employer, are recorded on each employer\u2019s experience rating record as \u201cbenefit wages.\u201d Only one separation per beneficiary per benefit year is recorded for any one employer. The index which is used to establish the relative experience of employers is the proportion of each employer\u2019s payroll which is paid to those workers who become unemployed and receive benefits (i.e., the ratio of an employer\u2019s benefit wages to total taxable wages). The ratio of total benefit payments and total benefit wages, known as the state experience factor, means that, on average, the workers who drew benefits received a certain amount of benefits for each dollar of benefit wages paid and the same amount of taxes per dollar of benefit wages is needed to replenish the fund. The total amount to be raised is distributed among employers in accordance with their benefit-wage-ratios; the higher the ratio, the higher the rate. \nIndividual employer rates are determined by multiplying the employer\u2019s experience factor by the state experience factor. The multiplication is facilitated by a table, which assigns rates that are the same as, or slightly more than, the product of the employer\u2019s benefit-wage-ratio and the state factor."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Rhode Island?", "answer": {"state": "RI", "employer_specified": "Most recent BP employer"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Virginia?", "answer": {"state": "VA", "employer_specified": "Most recent employer; charges omitted for employers who employed individual less than 30 days or 240 hours"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in South Carolina?", "answer": {"state": "SC", "employer_specified": "Most recent employer; charges omitted for employers who employed individual less than 8 x WBA"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Georgia?", "answer": {"state": "GA", "employer_specified": "Most recent employer"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Idaho?", "answer": {"state": "ID", "employer_specified": "Employer who paid largest amount of BPW"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Illinois?", "answer": {"state": "IL", "employer_specified": "Most recent employer; charges omitted for employers who employed individual less than 30 days, except if the earnings from the employer allow the individual to requalify following a disqualification"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Kentucky?", "answer": {"state": "KY", "employer_specified": "Most recent employer; charges omitted for employers who employed individual less than 10 weeks"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Maine?", "answer": {"state": "ME", "employer_specified": "Most recent employer for more than 5 consecutive weeks; charges omitted for employers for whom individual worked 5 consecutive weeks or less"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Michigan?", "answer": {"state": "MI", "employer_specified": "Most recent employer charged for first 2 weeks of benefits; Thereafter, BP employers charged proportionately (with respect to wages)"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Nevada?", "answer": {"state": "NV", "employer_specified": "Employer who paid 75% of an individual's BPW, except if a reimbursing employer is liable"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in New Hampshire?", "answer": {"state": "NH", "employer_specified": "Most recent employer; charges omitted for employers who paid individual less than 12 consecutive weeks; benefits paid following disqualifications for voluntary quit, discharge for misconduct, and refusal of suitable work will be charged to the employer's account who furnished the employment"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in New York?", "answer": {"state": "NY", "employer_specified": "Most recent employer charged 7 x individual's WBA; thereafter, BP employers charged proportionately (with respect to wages)"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-6", "question": "Given the description above, which employer is specified for charging unemployment benefits in Puerto Rico?", "answer": {"state": "PR", "employer_specified": "Most recent employer charged 50% of benefits paid and the remaining 50% charged proportionately to all BP employers"}, "prompt_context": "CHARGING METHODS Another consideration for state experience rating provisions is how a state allocates benefit charges across a worker\u2019s employment history. States use various methods to identify the employer(s) who will be held liable for benefits paid (i.e., charged) when a worker becomes unemployed and receives benefits. In the reserve- ratio and benefit-ratio states, it is the worker\u2019s benefit payments that are charged; in the benefit-wage-ratio states, the benefit wages. There is no charging of benefits in states using the payroll variation plan. In most states, the maximum amount of benefits to be charged for a claim is the maximum amount for which a worker is eligible under the state law (see Table 3-11, Maximum Benefit Entitlement). In states with benefit-wage-ratio formulas, the maximum amount of benefit wages charged is usually the amount of wages required for maximum annual benefits. CHARGING MOST RECENT OR PRINCIPAL EMPLOYER\u2014Some states charge the most recent employer (i.e., last employer) or the employer with the largest proportion of base period wages (i.e., principal employer) on the theory that this employer is responsible for the unemployment, if that unemployment is involuntary on the part of the worker. The following table shows states that charge the most recent employer or the principal employer. As noted, some states will not charge an employer if only casual or short time employment is involved."}
-{"table_id": "2-7", "question": "Given the description above, what is the method for charging base-period employers in inverse chronological order in Colorado?", "answer": {"state": "CO", "inverse_order_of_employment": "1/3 wages up to 1/3 of 26 x current WBA"}, "prompt_context": "CHARGING BASE-PERIOD EMPLOYERS IN INVERSE CHRONOLOGICAL ORDER\u2014Some states limit charges to base-period employers but charge them in inverse order of employment. This method combines the theory of charging the most recent employer and the theory that charges should bear some relation to the amount of wages earned by the worker. Responsibility for the unemployment of a claimant is assumed to lessen with time. A maximum limit is placed on the amount that may be charged any one employer; when the limit is reached, the next previous employer is charged. The limit is usually fixed as a fraction of the wages paid by the employer or as a specified amount in the base period or in the quarter, or as a combination of the two. Usually, the limit is the same as the limit on the duration of benefits in terms of quarterly or base-period wages. If a worker\u2019s period of unemployment is short, or if the last employer in the base period employed the individual for a considerable part of the base period, charging employers in inverse chronological order gives the same results as charging the last employer in the base period. If a worker\u2019s period of unemployment is long, such charging gives much the same results as charging all base-period employers proportionately. All the states that provide for charging in inverse order of employment have determined, by regulation, the order of charging in case of simultaneous employment by two or more employers."}
-{"table_id": "2-7", "question": "Given the description above, what is the method for charging base-period employers in inverse chronological order in Massachusetts?", "answer": {"state": "MA", "inverse_order_of_employment": "36% of BPW"}, "prompt_context": "CHARGING BASE-PERIOD EMPLOYERS IN INVERSE CHRONOLOGICAL ORDER\u2014Some states limit charges to base-period employers but charge them in inverse order of employment. This method combines the theory of charging the most recent employer and the theory that charges should bear some relation to the amount of wages earned by the worker. Responsibility for the unemployment of a claimant is assumed to lessen with time. A maximum limit is placed on the amount that may be charged any one employer; when the limit is reached, the next previous employer is charged. The limit is usually fixed as a fraction of the wages paid by the employer or as a specified amount in the base period or in the quarter, or as a combination of the two. Usually, the limit is the same as the limit on the duration of benefits in terms of quarterly or base-period wages. If a worker\u2019s period of unemployment is short, or if the last employer in the base period employed the individual for a considerable part of the base period, charging employers in inverse chronological order gives the same results as charging the last employer in the base period. If a worker\u2019s period of unemployment is long, such charging gives much the same results as charging all base-period employers proportionately. All the states that provide for charging in inverse order of employment have determined, by regulation, the order of charging in case of simultaneous employment by two or more employers."}
-{"table_id": "2-7", "question": "Given the description above, what is the method for charging base-period employers in inverse chronological order in South Dakota?", "answer": {"state": "SD", "inverse_order_of_employment": "In proportion to BPW; charges omitted for employers who paid worker less than $100"}, "prompt_context": "CHARGING BASE-PERIOD EMPLOYERS IN INVERSE CHRONOLOGICAL ORDER\u2014Some states limit charges to base-period employers but charge them in inverse order of employment. This method combines the theory of charging the most recent employer and the theory that charges should bear some relation to the amount of wages earned by the worker. Responsibility for the unemployment of a claimant is assumed to lessen with time. A maximum limit is placed on the amount that may be charged any one employer; when the limit is reached, the next previous employer is charged. The limit is usually fixed as a fraction of the wages paid by the employer or as a specified amount in the base period or in the quarter, or as a combination of the two. Usually, the limit is the same as the limit on the duration of benefits in terms of quarterly or base-period wages. If a worker\u2019s period of unemployment is short, or if the last employer in the base period employed the individual for a considerable part of the base period, charging employers in inverse chronological order gives the same results as charging the last employer in the base period. If a worker\u2019s period of unemployment is long, such charging gives much the same results as charging all base-period employers proportionately. All the states that provide for charging in inverse order of employment have determined, by regulation, the order of charging in case of simultaneous employment by two or more employers."}
-{"table_id": "2-7", "question": "Given the description above, what is the method for charging base-period employers in inverse chronological order in Iowa?", "answer": {"state": "IA", "inverse_order_of_employment": "In proportion to BPW"}, "prompt_context": "CHARGING BASE-PERIOD EMPLOYERS IN INVERSE CHRONOLOGICAL ORDER\u2014Some states limit charges to base-period employers but charge them in inverse order of employment. This method combines the theory of charging the most recent employer and the theory that charges should bear some relation to the amount of wages earned by the worker. Responsibility for the unemployment of a claimant is assumed to lessen with time. A maximum limit is placed on the amount that may be charged any one employer; when the limit is reached, the next previous employer is charged. The limit is usually fixed as a fraction of the wages paid by the employer or as a specified amount in the base period or in the quarter, or as a combination of the two. Usually, the limit is the same as the limit on the duration of benefits in terms of quarterly or base-period wages. If a worker\u2019s period of unemployment is short, or if the last employer in the base period employed the individual for a considerable part of the base period, charging employers in inverse chronological order gives the same results as charging the last employer in the base period. If a worker\u2019s period of unemployment is long, such charging gives much the same results as charging all base-period employers proportionately. All the states that provide for charging in inverse order of employment have determined, by regulation, the order of charging in case of simultaneous employment by two or more employers."}
-{"table_id": "2-7", "question": "Given the description above, what is the method for charging base-period employers in inverse chronological order in Nebraska?", "answer": {"state": "NE", "inverse_order_of_employment": "1/3 BPW"}, "prompt_context": "CHARGING BASE-PERIOD EMPLOYERS IN INVERSE CHRONOLOGICAL ORDER\u2014Some states limit charges to base-period employers but charge them in inverse order of employment. This method combines the theory of charging the most recent employer and the theory that charges should bear some relation to the amount of wages earned by the worker. Responsibility for the unemployment of a claimant is assumed to lessen with time. A maximum limit is placed on the amount that may be charged any one employer; when the limit is reached, the next previous employer is charged. The limit is usually fixed as a fraction of the wages paid by the employer or as a specified amount in the base period or in the quarter, or as a combination of the two. Usually, the limit is the same as the limit on the duration of benefits in terms of quarterly or base-period wages. If a worker\u2019s period of unemployment is short, or if the last employer in the base period employed the individual for a considerable part of the base period, charging employers in inverse chronological order gives the same results as charging the last employer in the base period. If a worker\u2019s period of unemployment is long, such charging gives much the same results as charging all base-period employers proportionately. All the states that provide for charging in inverse order of employment have determined, by regulation, the order of charging in case of simultaneous employment by two or more employers."}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Hawaii?", "answer": {"state": "HI", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Indiana?", "answer": {"state": "IN", "details": "Law also provides for charges to BP employers in inverse order"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Kansas?", "answer": {"state": "KS", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Louisiana?", "answer": {"state": "LA", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Maryland?", "answer": {"state": "MD", "details": "Principal employer will be charged for shut-downs for convenience; employers participating in shared work will bear all charges"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Minnesota?", "answer": {"state": "MN", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Mississippi?", "answer": {"state": "MS", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Missouri?", "answer": {"state": "MO", "details": "Charges omitted for employers who employed individual less than 28 days or paid individual less than $400"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Montana?", "answer": {"state": "MT", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in New Jersey?", "answer": {"state": "NJ", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in New Mexico?", "answer": {"state": "NM", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in North Carolina?", "answer": {"state": "NC", "details": "Amount charged to a BP employer's account is the benefit allocated to such employer multiplied by 120%"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in North Dakota?", "answer": {"state": "ND", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Ohio?", "answer": {"state": "OH", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Oklahoma?", "answer": {"state": "OK", "details": "If employer recalls a laid-off or separated employee and the employee continues to be employed, or voluntarily terminates employment or is discharged for misconduct within the BY, benefit charges may be reduced by the ratio of remaining weeks of eligibility to the total weeks of entitlement"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Oregon?", "answer": {"state": "OR", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Pennsylvania?", "answer": {"state": "PA", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Tennessee?", "answer": {"state": "TN", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Texas?", "answer": {"state": "TX", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Utah?", "answer": {"state": "UT", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Vermont?", "answer": {"state": "VT", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in US Virgin Islands?", "answer": {"state": "VI", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Washington?", "answer": {"state": "WA", "details": "Charged to separating employer for certain quits with good cause"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in West Virginia?", "answer": {"state": "WV", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Wisconsin?", "answer": {"state": "WI", "details": "Benefits are not charged to an employer constituting less than 5% of an individual's BPW"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Wyoming?", "answer": {"state": "WY", "details": true}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Alabama?", "answer": {"state": "AL", "details": "X"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Arizona?", "answer": {"state": "AZ", "details": "X"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Arkansas?", "answer": {"state": "AR", "details": "X"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in California?", "answer": {"state": "CA", "details": "X"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Connecticut?", "answer": {"state": "CT", "details": "Charges omitted for employers who paid individual less than $500"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Delaware?", "answer": {"state": "DE", "details": "X"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in District of Columbia?", "answer": {"state": "DC", "details": "X"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-8", "question": "Given the description above, what is the method for charging employers in proportion to base-period wages in Florida?", "answer": {"state": "FL", "details": "Charges omitted for employers who paid worker less than $100"}, "prompt_context": "CHARGING IN PROPORTION TO BASE-PERIOD WAGES\u2014On the theory that unemployment results from general conditions of the labor market more than from a given employer\u2019s separations, the largest number of states charge benefits against all base-period employers in proportion to the wages earned by the worker with each employer. Their charging methods assume that liability for benefits is inherent in the wage payments creating the worker\u2019s eligibility. (Note that states combining this method with charging the most recent employer are listed in Table 2-6, States that Charge Most Recent or Principal Employer.)"}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Rhode Island to make voluntary contributions for a rate reduction?", "answer": {"state": "RI", "due_date": "Within 30 days of mailing rate notice or prior to 120 days after the start of the calendar year, whichever is earlier", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in South Dakota to make voluntary contributions for a rate reduction?", "answer": {"state": "SD", "due_date": "Before February 1", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Texas to make voluntary contributions for a rate reduction?", "answer": {"state": "TX", "due_date": "No later than 60 days after mailing date of rate notice; may extend an additional 15 days; if payment insufficient to cause decrease in employer's rate, Commission will notify employer and grant an extension, not to exceed total of 75 days", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Washington to make voluntary contributions for a rate reduction?", "answer": {"state": "WA", "due_date": "By February 15", "additional_information": "May contribute part or all of benefit charges from most recent 2 years ending June 30; only eligible if contribution rate increased at least 12 rate classes from prior tax rate year"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in West Virginia to make voluntary contributions for a rate reduction?", "answer": {"state": "WV", "due_date": "Within 30 days of mailing of rate notice", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Wisconsin to make voluntary contributions for a rate reduction?", "answer": {"state": "WI", "due_date": "By November 30", "additional_information": "Can only lower one rate unless catastrophic event; not available for 5 years for certain employers whose benefit charges exceed their contributions"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Arizona to make voluntary contributions for a rate reduction?", "answer": {"state": "AZ", "due_date": "On or before February 28", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Arkansas to make voluntary contributions for a rate reduction?", "answer": {"state": "AR", "due_date": "On or before March 31", "additional_information": "Not permitted if rate increased because of knowingly violating/attempting to violate state law regarding transfers of experience and assignment of rates"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in California to make voluntary contributions for a rate reduction?", "answer": {"state": "CA", "due_date": "By last working day in March in CY to which reduced rate would apply", "additional_information": "Cannot reduce by more than 3 rates; employer must not have negative account balance or have any amounts owed; not allowed for any year in which schedule E or F or emergency solvency surcharge in effect"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Colorado to make voluntary contributions for a rate reduction?", "answer": {"state": "CO", "due_date": "Before March 15", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Georgia to make voluntary contributions for a rate reduction?", "answer": {"state": "GA", "due_date": "Within 30 days following the date upon which a notice is mailed", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Indiana to make voluntary contributions for a rate reduction?", "answer": {"state": "IN", "due_date": "Within 30 days of receipt of rate notice", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Kansas to make voluntary contributions for a rate reduction?", "answer": {"state": "KS", "due_date": "Within 30 days of mailing of rate notice", "additional_information": "No rate may be reduced more than five rate groups for positive balance employers; negative balance employers may have their rates reduced to the highest five rates for positive balance employers"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Kentucky to make voluntary contributions for a rate reduction?", "answer": {"state": "KY", "due_date": "Within 20 days following mailing of rate notice", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Louisiana to make voluntary contributions for a rate reduction?", "answer": {"state": "LA", "due_date": "Within 30 days of mailing of notice of benefits charged to employer's experience rating account", "additional_information": "May not be permitted if solvency tax, advance interest tax, or special assessment to finance bonds used to prepay federal loan is assessed"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Maine to make voluntary contributions for a rate reduction?", "answer": {"state": "ME", "due_date": "Within 30 days of mailing of rate notice; can be extended for 10 days for good cause", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Massachusetts to make voluntary contributions for a rate reduction?", "answer": {"state": "MA", "due_date": "No later than 30 days after date of issuance of notice of employer's contribution rate", "additional_information": "Employer must be assigned contribution rate, file all required reports, and pay all contributions, interest, and penalties due"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Michigan to make voluntary contributions for a rate reduction?", "answer": {"state": "MI", "due_date": "Within 30 days of mailing of notice of adjusted contribution rate", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Minnesota to make voluntary contributions for a rate reduction?", "answer": {"state": "MN", "due_date": "Within 120 days of January 1", "additional_information": "Contribute up to amount of benefits charged to account during period ending June 30 of preceding year plus 25% surcharge; not refundable unless request made in writing within 30 days of mailing of notice of new contribution rate; must not be delinquent in any amount"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Missouri to make voluntary contributions for a rate reduction?", "answer": {"state": "MO", "due_date": "On or before following January 15", "additional_information": "Employer must be eligible for experience rate and must include signed written statement identifying it as voluntary payment"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Nebraska to make voluntary contributions for a rate reduction?", "answer": {"state": "NE", "due_date": "Before January 10", "additional_information": "Limited to amount likely to reduce one rate category"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in New Jersey to make voluntary contributions for a rate reduction?", "answer": {"state": "NJ", "due_date": "Within 30 days of mailing of employer's rate notice; may be extended 60 days for good cause; if contribution not made within extended period, employer becomes subject to a penalty of 5% or $5.00, whichever is greater, up to $50.00", "additional_information": "If employer transfers all/part of business to a successor in interest and both parties at time of transfer are under common ownership or control, neither may make voluntary contributions in year of transfer and the following year"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in New Mexico to make voluntary contributions for a rate reduction?", "answer": {"state": "NM", "due_date": "On or before March 1", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in New York to make voluntary contributions for a rate reduction?", "answer": {"state": "NY", "due_date": "On or before April 1", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in North Carolina to make voluntary contributions for a rate reduction?", "answer": {"state": "NC", "due_date": "Within 30 days of mailing of rate notice", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in North Dakota to make voluntary contributions for a rate reduction?", "answer": {"state": "ND", "due_date": "Within 4 months of beginning of year", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Ohio to make voluntary contributions for a rate reduction?", "answer": {"state": "OH", "due_date": "By December 31 following computation date", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, what is the due date for employers in Pennsylvania to make voluntary contributions for a rate reduction?", "answer": {"state": "PA", "due_date": "Within 30 days of mailing of rate notice; can extend for good cause", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Rhode Island?", "answer": {"state": "RI", "due_date": "Within 30 days of mailing rate notice or prior to 120 days after the start of the calendar year, whichever is earlier", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for South Dakota?", "answer": {"state": "SD", "due_date": "Before February 1", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Texas?", "answer": {"state": "TX", "due_date": "No later than 60 days after mailing date of rate notice; may extend an additional 15 days; if payment insufficient to cause decrease in employer's rate, Commission will notify employer and grant an extension, not to exceed total of 75 days", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Washington?", "answer": {"state": "WA", "due_date": "By February 15", "additional_information": "May contribute part or all of benefit charges from most recent 2 years ending June 30; only eligible if contribution rate increased at least 12 rate classes from prior tax rate year"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for West Virginia?", "answer": {"state": "WV", "due_date": "Within 30 days of mailing of rate notice", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Wisconsin?", "answer": {"state": "WI", "due_date": "By November 30", "additional_information": "Can only lower one rate unless catastrophic event; not available for 5 years for certain employers whose benefit charges exceed their contributions"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Arizona?", "answer": {"state": "AZ", "due_date": "On or before February 28", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Arkansas?", "answer": {"state": "AR", "due_date": "On or before March 31", "additional_information": "Not permitted if rate increased because of knowingly violating/attempting to violate state law regarding transfers of experience and assignment of rates"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for California?", "answer": {"state": "CA", "due_date": "By last working day in March in CY to which reduced rate would apply", "additional_information": "Cannot reduce by more than 3 rates; employer must not have negative account balance or have any amounts owed; not allowed for any year in which schedule E or F or emergency solvency surcharge in effect"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Colorado?", "answer": {"state": "CO", "due_date": "Before March 15", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Georgia?", "answer": {"state": "GA", "due_date": "Within 30 days following the date upon which a notice is mailed", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Indiana?", "answer": {"state": "IN", "due_date": "Within 30 days of receipt of rate notice", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Kansas?", "answer": {"state": "KS", "due_date": "Within 30 days of mailing of rate notice", "additional_information": "No rate may be reduced more than five rate groups for positive balance employers; negative balance employers may have their rates reduced to the highest five rates for positive balance employers"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Kentucky?", "answer": {"state": "KY", "due_date": "Within 20 days following mailing of rate notice", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Louisiana?", "answer": {"state": "LA", "due_date": "Within 30 days of mailing of notice of benefits charged to employer's experience rating account", "additional_information": "May not be permitted if solvency tax, advance interest tax, or special assessment to finance bonds used to prepay federal loan is assessed"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Maine?", "answer": {"state": "ME", "due_date": "Within 30 days of mailing of rate notice; can be extended for 10 days for good cause", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Massachusetts?", "answer": {"state": "MA", "due_date": "No later than 30 days after date of issuance of notice of employer's contribution rate", "additional_information": "Employer must be assigned contribution rate, file all required reports, and pay all contributions, interest, and penalties due"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Michigan?", "answer": {"state": "MI", "due_date": "Within 30 days of mailing of notice of adjusted contribution rate", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Minnesota?", "answer": {"state": "MN", "due_date": "Within 120 days of January 1", "additional_information": "Contribute up to amount of benefits charged to account during period ending June 30 of preceding year plus 25% surcharge; not refundable unless request made in writing within 30 days of mailing of notice of new contribution rate; must not be delinquent in any amount"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Missouri?", "answer": {"state": "MO", "due_date": "On or before following January 15", "additional_information": "Employer must be eligible for experience rate and must include signed written statement identifying it as voluntary payment"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Nebraska?", "answer": {"state": "NE", "due_date": "Before January 10", "additional_information": "Limited to amount likely to reduce one rate category"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for New Jersey?", "answer": {"state": "NJ", "due_date": "Within 30 days of mailing of employer's rate notice; may be extended 60 days for good cause; if contribution not made within extended period, employer becomes subject to a penalty of 5% or $5.00, whichever is greater, up to $50.00", "additional_information": "If employer transfers all/part of business to a successor in interest and both parties at time of transfer are under common ownership or control, neither may make voluntary contributions in year of transfer and the following year"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for New Mexico?", "answer": {"state": "NM", "due_date": "On or before March 1", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for New York?", "answer": {"state": "NY", "due_date": "On or before April 1", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for North Carolina?", "answer": {"state": "NC", "due_date": "Within 30 days of mailing of rate notice", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for North Dakota?", "answer": {"state": "ND", "due_date": "Within 4 months of beginning of year", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Ohio?", "answer": {"state": "OH", "due_date": "By December 31 following computation date", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-13", "question": "Given the description above, is there any additional information about rate reduction through voluntary contributions for Pennsylvania?", "answer": {"state": "PA", "due_date": "Within 30 days of mailing of rate notice; can extend for good cause", "additional_information": "No additional information"}, "prompt_context": "RATE REDUCTION THROUGH VOLUNTARY CONTRIBUTIONS\u2014About half of the states provide for employers to obtain lower rates by making voluntary contributions. Federal law requires that voluntary contributions be made earlier than 120 days after the beginning of the rate year, though some states establish earlier due dates. Since federal law restricts refunds to only erroneous payments, if a voluntary contribution does not lead to a reduced rate or if an employer later changes their mind, no refund can be made. In reserve-ratio states (refer to Table 2-3, Reserve-Ratio Formula States), a voluntary contribution increases the balance in the employer\u2019s reserve, resulting in a lower rate being assigned that will save more than the amount of the voluntary contribution. \nIn benefit-ratio states (refer to Table 2-4, Benefit-Ratio Formula States), an employer pays voluntary contributions to cancel benefit charges to its account, thereby reducing its benefit-ratio."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Alabama for loan and interest repayment?", "answer": {"state": "AL", "additional_tax_type": "Additional rate", "amount": "Rate determined based on amount due", "when_payable": "By May 15th following year interest becomes due", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Arizona for loan and interest repayment?", "answer": {"state": "AZ", "additional_tax_type": "Special assessment", "amount": "0.5%", "when_payable": "Quarterly", "specific_purposes": "Pay principal and interest"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Arkansas for loan and interest repayment?", "answer": {"state": "AR", "additional_tax_type": "Advance interest tax", "amount": "0.2%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Colorado for loan and interest repayment?", "answer": {"state": "CO", "additional_tax_type": "Advance interest", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Colorado for loan and interest repayment?", "answer": {"state": "CO", "additional_tax_type": "Bond assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay UC, federal advances, and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Connecticut for loan and interest repayment?", "answer": {"state": "CT", "additional_tax_type": "Bond assessment", "amount": "Not specified; assessment is a percent of employer's charged tax rate", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay UC, federal advances, and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Connecticut for loan and interest repayment?", "answer": {"state": "CT", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Delaware for loan and interest repayment?", "answer": {"state": "DE", "additional_tax_type": "Temporary emergency assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in District of Columbia for loan and interest repayment?", "answer": {"state": "DC", "additional_tax_type": "Interest surcharge", "amount": "1%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Florida for loan and interest repayment?", "answer": {"state": "FL", "additional_tax_type": "Additional rate", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Hawaii for loan and interest repayment?", "answer": {"state": "HI", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay principal and interest"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Idaho for loan and interest repayment?", "answer": {"state": "ID", "additional_tax_type": "Advance interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Iowa for loan and interest repayment?", "answer": {"state": "IA", "additional_tax_type": "Temporary emergency surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Kentucky for loan and interest repayment?", "answer": {"state": "KY", "additional_tax_type": "Surcharge", "amount": "0.22% taxable wage base, may be adjusted", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Louisiana for loan and interest repayment?", "answer": {"state": "LA", "additional_tax_type": "Bond repayment assessment", "amount": "1.4% on $15,000 wage base", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Louisiana for loan and interest repayment?", "answer": {"state": "LA", "additional_tax_type": "Interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Maine for loan and interest repayment?", "answer": {"state": "ME", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Michigan for loan and interest repayment?", "answer": {"state": "MI", "additional_tax_type": "Obligation assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Michigan for loan and interest repayment?", "answer": {"state": "MI", "additional_tax_type": "Solvency Tax", "amount": "Lesser of \u00bc of the Account Building Component or 2%", "when_payable": "When there is an unpaid interest balance on a federal advance on Dec 31", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Minnesota for loan and interest repayment?", "answer": {"state": "MN", "additional_tax_type": "Special assessment", "amount": "Up to 8% of quarterly taxes", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Missouri for loan and interest repayment?", "answer": {"state": "MO", "additional_tax_type": "Advance interest", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Missouri for loan and interest repayment?", "answer": {"state": "MO", "additional_tax_type": "Bond and loan assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds or loans are outstanding", "specific_purposes": "Pay principle, interest, and administrative expenses related to bonds and loans"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Missouri for loan and interest repayment?", "answer": {"state": "MO", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Nevada for loan and interest repayment?", "answer": {"state": "NV", "additional_tax_type": "Special bond contributions", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in New Jersey for loan and interest repayment?", "answer": {"state": "NJ", "additional_tax_type": "Federal loan interest assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in New York for loan and interest repayment?", "answer": {"state": "NY", "additional_tax_type": "Interest assessment surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Oregon for loan and interest repayment?", "answer": {"state": "OR", "additional_tax_type": "Advance interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay bond obligations and interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Pennsylvania for loan and interest repayment?", "answer": {"state": "PA", "additional_tax_type": "Advance interest tax", "amount": "Capped at 1.0%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Puerto Rico for loan and interest repayment?", "answer": {"state": "PR", "additional_tax_type": "Advance interest tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in South Carolina for loan and interest repayment?", "answer": {"state": "SC", "additional_tax_type": "Additional surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Tennessee for loan and interest repayment?", "answer": {"state": "TN", "additional_tax_type": "Interest tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Texas for loan and interest repayment?", "answer": {"state": "TX", "additional_tax_type": "Obligation assessment", "amount": "Based on amount due", "when_payable": "When bonds or loans are outstanding", "specific_purposes": "Pay interest and cost of bonds"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Washington for loan and interest repayment?", "answer": {"state": "WA", "additional_tax_type": "Interest payment tax", "amount": "Not to exceed 0.15%", "when_payable": "Based on balance of interest payment fund and projected interest due", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in West Virginia for loan and interest repayment?", "answer": {"state": "WV", "additional_tax_type": "Assessment", "amount": "0.35% on employees, % on employers on $21,000 tax wage base = to employee assessment", "when_payable": "When bonds are outstanding", "specific_purposes": "Retire bonds used to pay federal advances and cost of bonds"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what additional tax types are levied in Wisconsin for loan and interest repayment?", "answer": {"state": "WI", "additional_tax_type": "Assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Alabama?", "answer": {"state": "AL", "additional_tax_type": "Additional rate", "amount": "Rate determined based on amount due", "when_payable": "By May 15th following year interest becomes due", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Arizona?", "answer": {"state": "AZ", "additional_tax_type": "Special assessment", "amount": "0.5%", "when_payable": "Quarterly", "specific_purposes": "Pay principal and interest"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Arkansas?", "answer": {"state": "AR", "additional_tax_type": "Advance interest tax", "amount": "0.2%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Colorado?", "answer": {"state": "CO", "additional_tax_type": "Advance interest", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Colorado?", "answer": {"state": "CO", "additional_tax_type": "Bond assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay UC, federal advances, and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Connecticut?", "answer": {"state": "CT", "additional_tax_type": "Bond assessment", "amount": "Not specified; assessment is a percent of employer's charged tax rate", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay UC, federal advances, and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Connecticut?", "answer": {"state": "CT", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Delaware?", "answer": {"state": "DE", "additional_tax_type": "Temporary emergency assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in District of Columbia?", "answer": {"state": "DC", "additional_tax_type": "Interest surcharge", "amount": "1%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Florida?", "answer": {"state": "FL", "additional_tax_type": "Additional rate", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Hawaii?", "answer": {"state": "HI", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay principal and interest"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Idaho?", "answer": {"state": "ID", "additional_tax_type": "Advance interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Iowa?", "answer": {"state": "IA", "additional_tax_type": "Temporary emergency surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Kentucky?", "answer": {"state": "KY", "additional_tax_type": "Surcharge", "amount": "0.22% taxable wage base, may be adjusted", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Louisiana?", "answer": {"state": "LA", "additional_tax_type": "Bond repayment assessment", "amount": "1.4% on $15,000 wage base", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Louisiana?", "answer": {"state": "LA", "additional_tax_type": "Interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Maine?", "answer": {"state": "ME", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Michigan?", "answer": {"state": "MI", "additional_tax_type": "Obligation assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Michigan?", "answer": {"state": "MI", "additional_tax_type": "Solvency Tax", "amount": "Lesser of \u00bc of the Account Building Component or 2%", "when_payable": "When there is an unpaid interest balance on a federal advance on Dec 31", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Minnesota?", "answer": {"state": "MN", "additional_tax_type": "Special assessment", "amount": "Up to 8% of quarterly taxes", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Advance interest", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Bond and loan assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds or loans are outstanding", "specific_purposes": "Pay principle, interest, and administrative expenses related to bonds and loans"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Nevada?", "answer": {"state": "NV", "additional_tax_type": "Special bond contributions", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in New Jersey?", "answer": {"state": "NJ", "additional_tax_type": "Federal loan interest assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in New York?", "answer": {"state": "NY", "additional_tax_type": "Interest assessment surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Oregon?", "answer": {"state": "OR", "additional_tax_type": "Advance interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay bond obligations and interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Pennsylvania?", "answer": {"state": "PA", "additional_tax_type": "Advance interest tax", "amount": "Capped at 1.0%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Puerto Rico?", "answer": {"state": "PR", "additional_tax_type": "Advance interest tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in South Carolina?", "answer": {"state": "SC", "additional_tax_type": "Additional surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Tennessee?", "answer": {"state": "TN", "additional_tax_type": "Interest tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Texas?", "answer": {"state": "TX", "additional_tax_type": "Obligation assessment", "amount": "Based on amount due", "when_payable": "When bonds or loans are outstanding", "specific_purposes": "Pay interest and cost of bonds"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Washington?", "answer": {"state": "WA", "additional_tax_type": "Interest payment tax", "amount": "Not to exceed 0.15%", "when_payable": "Based on balance of interest payment fund and projected interest due", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in West Virginia?", "answer": {"state": "WV", "additional_tax_type": "Assessment", "amount": "0.35% on employees, % on employers on $21,000 tax wage base = to employee assessment", "when_payable": "When bonds are outstanding", "specific_purposes": "Retire bonds used to pay federal advances and cost of bonds"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the amount of additional tax levied for loan and interest repayment in Wisconsin?", "answer": {"state": "WI", "additional_tax_type": "Assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Alabama?", "answer": {"state": "AL", "additional_tax_type": "Additional rate", "amount": "Rate determined based on amount due", "when_payable": "By May 15th following year interest becomes due", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Arizona?", "answer": {"state": "AZ", "additional_tax_type": "Special assessment", "amount": "0.5%", "when_payable": "Quarterly", "specific_purposes": "Pay principal and interest"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Arkansas?", "answer": {"state": "AR", "additional_tax_type": "Advance interest tax", "amount": "0.2%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Colorado?", "answer": {"state": "CO", "additional_tax_type": "Advance interest", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Colorado?", "answer": {"state": "CO", "additional_tax_type": "Bond assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay UC, federal advances, and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Connecticut?", "answer": {"state": "CT", "additional_tax_type": "Bond assessment", "amount": "Not specified; assessment is a percent of employer's charged tax rate", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay UC, federal advances, and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Connecticut?", "answer": {"state": "CT", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Delaware?", "answer": {"state": "DE", "additional_tax_type": "Temporary emergency assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in District of Columbia?", "answer": {"state": "DC", "additional_tax_type": "Interest surcharge", "amount": "1%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Florida?", "answer": {"state": "FL", "additional_tax_type": "Additional rate", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Hawaii?", "answer": {"state": "HI", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay principal and interest"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Idaho?", "answer": {"state": "ID", "additional_tax_type": "Advance interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Iowa?", "answer": {"state": "IA", "additional_tax_type": "Temporary emergency surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Kentucky?", "answer": {"state": "KY", "additional_tax_type": "Surcharge", "amount": "0.22% taxable wage base, may be adjusted", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Louisiana?", "answer": {"state": "LA", "additional_tax_type": "Bond repayment assessment", "amount": "1.4% on $15,000 wage base", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Louisiana?", "answer": {"state": "LA", "additional_tax_type": "Interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Maine?", "answer": {"state": "ME", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Michigan?", "answer": {"state": "MI", "additional_tax_type": "Obligation assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Michigan?", "answer": {"state": "MI", "additional_tax_type": "Solvency Tax", "amount": "Lesser of \u00bc of the Account Building Component or 2%", "when_payable": "When there is an unpaid interest balance on a federal advance on Dec 31", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Minnesota?", "answer": {"state": "MN", "additional_tax_type": "Special assessment", "amount": "Up to 8% of quarterly taxes", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Advance interest", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Bond and loan assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds or loans are outstanding", "specific_purposes": "Pay principle, interest, and administrative expenses related to bonds and loans"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Nevada?", "answer": {"state": "NV", "additional_tax_type": "Special bond contributions", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in New Jersey?", "answer": {"state": "NJ", "additional_tax_type": "Federal loan interest assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in New York?", "answer": {"state": "NY", "additional_tax_type": "Interest assessment surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Oregon?", "answer": {"state": "OR", "additional_tax_type": "Advance interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay bond obligations and interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Pennsylvania?", "answer": {"state": "PA", "additional_tax_type": "Advance interest tax", "amount": "Capped at 1.0%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Puerto Rico?", "answer": {"state": "PR", "additional_tax_type": "Advance interest tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in South Carolina?", "answer": {"state": "SC", "additional_tax_type": "Additional surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Tennessee?", "answer": {"state": "TN", "additional_tax_type": "Interest tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Texas?", "answer": {"state": "TX", "additional_tax_type": "Obligation assessment", "amount": "Based on amount due", "when_payable": "When bonds or loans are outstanding", "specific_purposes": "Pay interest and cost of bonds"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Washington?", "answer": {"state": "WA", "additional_tax_type": "Interest payment tax", "amount": "Not to exceed 0.15%", "when_payable": "Based on balance of interest payment fund and projected interest due", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in West Virginia?", "answer": {"state": "WV", "additional_tax_type": "Assessment", "amount": "0.35% on employees, % on employers on $21,000 tax wage base = to employee assessment", "when_payable": "When bonds are outstanding", "specific_purposes": "Retire bonds used to pay federal advances and cost of bonds"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, when are the loan and interest repayment taxes payable in Wisconsin?", "answer": {"state": "WI", "additional_tax_type": "Assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Alabama?", "answer": {"state": "AL", "additional_tax_type": "Additional rate", "amount": "Rate determined based on amount due", "when_payable": "By May 15th following year interest becomes due", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Arizona?", "answer": {"state": "AZ", "additional_tax_type": "Special assessment", "amount": "0.5%", "when_payable": "Quarterly", "specific_purposes": "Pay principal and interest"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Arkansas?", "answer": {"state": "AR", "additional_tax_type": "Advance interest tax", "amount": "0.2%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Colorado?", "answer": {"state": "CO", "additional_tax_type": "Advance interest", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Colorado?", "answer": {"state": "CO", "additional_tax_type": "Bond assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay UC, federal advances, and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Connecticut?", "answer": {"state": "CT", "additional_tax_type": "Bond assessment", "amount": "Not specified; assessment is a percent of employer's charged tax rate", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay UC, federal advances, and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Connecticut?", "answer": {"state": "CT", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Delaware?", "answer": {"state": "DE", "additional_tax_type": "Temporary emergency assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in District of Columbia?", "answer": {"state": "DC", "additional_tax_type": "Interest surcharge", "amount": "1%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Florida?", "answer": {"state": "FL", "additional_tax_type": "Additional rate", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Hawaii?", "answer": {"state": "HI", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay principal and interest"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Idaho?", "answer": {"state": "ID", "additional_tax_type": "Advance interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Iowa?", "answer": {"state": "IA", "additional_tax_type": "Temporary emergency surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Kentucky?", "answer": {"state": "KY", "additional_tax_type": "Surcharge", "amount": "0.22% taxable wage base, may be adjusted", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Louisiana?", "answer": {"state": "LA", "additional_tax_type": "Bond repayment assessment", "amount": "1.4% on $15,000 wage base", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Louisiana?", "answer": {"state": "LA", "additional_tax_type": "Interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Maine?", "answer": {"state": "ME", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Michigan?", "answer": {"state": "MI", "additional_tax_type": "Obligation assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Michigan?", "answer": {"state": "MI", "additional_tax_type": "Solvency Tax", "amount": "Lesser of \u00bc of the Account Building Component or 2%", "when_payable": "When there is an unpaid interest balance on a federal advance on Dec 31", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Minnesota?", "answer": {"state": "MN", "additional_tax_type": "Special assessment", "amount": "Up to 8% of quarterly taxes", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Advance interest", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Bond and loan assessment", "amount": "Rate determined based on amount due", "when_payable": "When bonds or loans are outstanding", "specific_purposes": "Pay principle, interest, and administrative expenses related to bonds and loans"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Missouri?", "answer": {"state": "MO", "additional_tax_type": "Special assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Nevada?", "answer": {"state": "NV", "additional_tax_type": "Special bond contributions", "amount": "Rate determined based on amount due", "when_payable": "When bonds are outstanding", "specific_purposes": "Pay bonds issued to pay federal advances and bond costs"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in New Jersey?", "answer": {"state": "NJ", "additional_tax_type": "Federal loan interest assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in New York?", "answer": {"state": "NY", "additional_tax_type": "Interest assessment surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Oregon?", "answer": {"state": "OR", "additional_tax_type": "Advance interest repayment tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay bond obligations and interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Pennsylvania?", "answer": {"state": "PA", "additional_tax_type": "Advance interest tax", "amount": "Capped at 1.0%", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Puerto Rico?", "answer": {"state": "PR", "additional_tax_type": "Advance interest tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in South Carolina?", "answer": {"state": "SC", "additional_tax_type": "Additional surcharge", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Tennessee?", "answer": {"state": "TN", "additional_tax_type": "Interest tax", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Texas?", "answer": {"state": "TX", "additional_tax_type": "Obligation assessment", "amount": "Based on amount due", "when_payable": "When bonds or loans are outstanding", "specific_purposes": "Pay interest and cost of bonds"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Washington?", "answer": {"state": "WA", "additional_tax_type": "Interest payment tax", "amount": "Not to exceed 0.15%", "when_payable": "Based on balance of interest payment fund and projected interest due", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in West Virginia?", "answer": {"state": "WV", "additional_tax_type": "Assessment", "amount": "0.35% on employees, % on employers on $21,000 tax wage base = to employee assessment", "when_payable": "When bonds are outstanding", "specific_purposes": "Retire bonds used to pay federal advances and cost of bonds"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-14", "question": "Given the description above, what is the specific purpose of the loan and interest repayment taxes in Wisconsin?", "answer": {"state": "WI", "additional_tax_type": "Assessment", "amount": "Rate determined based on amount due", "when_payable": "When interest is due on federal advances", "specific_purposes": "Pay interest on federal advances"}, "prompt_context": "LOAN AND INTEREST REPAYMENT TAXES\u2014Some states have the authority under state law to sell bonds to pay benefit costs, thereby avoiding the need to obtain federal advances. In these states, special taxes may be assessed to pay off the bond and any costs associated with the bond. Additionally, when a state takes out federal advances the funds are subject to interest. A state may not pay interest from the state\u2019s unemployment fund and several states have established special taxes to pay the interest cost. The following table provides additional details on states that provide for loan and interest repayment taxes. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what type of reserve tax is levied in Idaho?", "answer": {"state": "ID", "surtax": "Reserve", "total_amount_collected": "Taxable wage rate less the assigned contribution rate and training tax rate", "when_payable": "If as of September 30th of the preceding year the Reserve Fund balance is <1% of state taxable wages or <49% of the Employment Security Fund", "purpose": "Loans to the employment security fund, and interest on loans; interest accrued is deposited in the Dept. of Commerce and Labor Special Administration Fund"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what type of reserve tax is levied in Iowa?", "answer": {"state": "IA", "surtax": "Reserve", "total_amount_collected": "0-50% of contributions due, not to exceed $50,000,000 in total contributions annually", "when_payable": "If as of July 1st of the preceding year the Reserve Fund balance is <$150,000,000", "purpose": "Pay UI; interest accrued is used for UI and Employment Service administrative costs"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what type of reserve tax is levied in Nebraska?", "answer": {"state": "NE", "surtax": "State UI", "total_amount_collected": "0-20% of contributions due", "when_payable": "When unemployment fund meets specified solvency requirements", "purpose": "Pay UI; interest accrued is deposited into the Jobs Training and Support Fund"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what type of reserve tax is levied in North Carolina?", "answer": {"state": "NC", "surtax": "Reserve Fund", "total_amount_collected": "20% of contributions due", "when_payable": "Except if as of September 1st of the preceding year the balance of the state's account in the Unemployment Trust fund exceeds $1,000,000,000", "purpose": "Pay UI; principle or interest on federal advances; administrative cost related to the surtax"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what is the total amount collected for the reserve tax in Idaho?", "answer": {"state": "ID", "surtax": "Reserve", "total_amount_collected": "Taxable wage rate less the assigned contribution rate and training tax rate", "when_payable": "If as of September 30th of the preceding year the Reserve Fund balance is <1% of state taxable wages or <49% of the Employment Security Fund", "purpose": "Loans to the employment security fund, and interest on loans; interest accrued is deposited in the Dept. of Commerce and Labor Special Administration Fund"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what is the total amount collected for the reserve tax in Iowa?", "answer": {"state": "IA", "surtax": "Reserve", "total_amount_collected": "0-50% of contributions due, not to exceed $50,000,000 in total contributions annually", "when_payable": "If as of July 1st of the preceding year the Reserve Fund balance is <$150,000,000", "purpose": "Pay UI; interest accrued is used for UI and Employment Service administrative costs"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what is the total amount collected for the reserve tax in Nebraska?", "answer": {"state": "NE", "surtax": "State UI", "total_amount_collected": "0-20% of contributions due", "when_payable": "When unemployment fund meets specified solvency requirements", "purpose": "Pay UI; interest accrued is deposited into the Jobs Training and Support Fund"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what is the total amount collected for the reserve tax in North Carolina?", "answer": {"state": "NC", "surtax": "Reserve Fund", "total_amount_collected": "20% of contributions due", "when_payable": "Except if as of September 1st of the preceding year the balance of the state's account in the Unemployment Trust fund exceeds $1,000,000,000", "purpose": "Pay UI; principle or interest on federal advances; administrative cost related to the surtax"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, when is the reserve tax payable in Idaho?", "answer": {"state": "ID", "surtax": "Reserve", "total_amount_collected": "Taxable wage rate less the assigned contribution rate and training tax rate", "when_payable": "If as of September 30th of the preceding year the Reserve Fund balance is <1% of state taxable wages or <49% of the Employment Security Fund", "purpose": "Loans to the employment security fund, and interest on loans; interest accrued is deposited in the Dept. of Commerce and Labor Special Administration Fund"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, when is the reserve tax payable in Iowa?", "answer": {"state": "IA", "surtax": "Reserve", "total_amount_collected": "0-50% of contributions due, not to exceed $50,000,000 in total contributions annually", "when_payable": "If as of July 1st of the preceding year the Reserve Fund balance is <$150,000,000", "purpose": "Pay UI; interest accrued is used for UI and Employment Service administrative costs"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, when is the reserve tax payable in Nebraska?", "answer": {"state": "NE", "surtax": "State UI", "total_amount_collected": "0-20% of contributions due", "when_payable": "When unemployment fund meets specified solvency requirements", "purpose": "Pay UI; interest accrued is deposited into the Jobs Training and Support Fund"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, when is the reserve tax payable in North Carolina?", "answer": {"state": "NC", "surtax": "Reserve Fund", "total_amount_collected": "20% of contributions due", "when_payable": "Except if as of September 1st of the preceding year the balance of the state's account in the Unemployment Trust fund exceeds $1,000,000,000", "purpose": "Pay UI; principle or interest on federal advances; administrative cost related to the surtax"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what is the purpose of the reserve tax in Idaho?", "answer": {"state": "ID", "surtax": "Reserve", "total_amount_collected": "Taxable wage rate less the assigned contribution rate and training tax rate", "when_payable": "If as of September 30th of the preceding year the Reserve Fund balance is <1% of state taxable wages or <49% of the Employment Security Fund", "purpose": "Loans to the employment security fund, and interest on loans; interest accrued is deposited in the Dept. of Commerce and Labor Special Administration Fund"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what is the purpose of the reserve tax in Iowa?", "answer": {"state": "IA", "surtax": "Reserve", "total_amount_collected": "0-50% of contributions due, not to exceed $50,000,000 in total contributions annually", "when_payable": "If as of July 1st of the preceding year the Reserve Fund balance is <$150,000,000", "purpose": "Pay UI; interest accrued is used for UI and Employment Service administrative costs"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what is the purpose of the reserve tax in Nebraska?", "answer": {"state": "NE", "surtax": "State UI", "total_amount_collected": "0-20% of contributions due", "when_payable": "When unemployment fund meets specified solvency requirements", "purpose": "Pay UI; interest accrued is deposited into the Jobs Training and Support Fund"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-15", "question": "Given the description above, what is the purpose of the reserve tax in North Carolina?", "answer": {"state": "NC", "surtax": "Reserve Fund", "total_amount_collected": "20% of contributions due", "when_payable": "Except if as of September 1st of the preceding year the balance of the state's account in the Unemployment Trust fund exceeds $1,000,000,000", "purpose": "Pay UI; principle or interest on federal advances; administrative cost related to the surtax"}, "prompt_context": "RESERVE TAXES\u2014Under state law, some states have the authority to collect taxes to be deposited in a reserve fund. Unlike employer contributions, which are held in the federal UTF until needed to pay benefits, reserve funds are not subject to the federal withdrawal standard, which restricts the use of contributions to the payment of benefits and other specified purposes. \nThe principal in the reserve fund is generally used for UI purposes (such as paying benefits or interest on federal advances), although state law may redirect the reserve fund\u2019s principal to other uses. Any interest earned on the reserve fund is deposited in another fund where it is used for activities such as job training and paying the collection costs of the reserve tax. \nThe following table provides additional details on states providing for reserve taxes, including states where the taxing authority may have expired but the reserve fund continues to exist. Percentage figures include percent of taxable payroll, unless otherwise indicated."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Washington to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "WA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Amount sufficient to cover benefit costs but not more than the amount organization would pay if it were liable for contributions"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Wisconsin to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "WI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "4% of taxable payrolls of preceding year or anticipated payroll for current year, whichever is greater"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Wyoming to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "WY", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "No amount specified in law"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Alabama to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "AL", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Percent of taxable payrolls determined by director or administrator, not to exceed the maximum percentage charged to contributing employers"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Alaska to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "AK", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Amount determined by regulation"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Arkansas to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "AR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Prepays estimated charges each quarter"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Colorado to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "CO", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Greater of 3 times amount of regular and \u00bd EB paid, based on service within part year or sum of such payments during past 3 years, but not to exceed 3.6% nor less than 0.1% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Connecticut to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "CT", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in District of Columbia to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "DC", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "0.25% of taxable payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Georgia to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "GA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of taxable payroll as of various alternative dates, or if none, as determined by the Commissioner"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Hawaii to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "HI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "0.2% of total payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Idaho to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "ID", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Determined on basis of potential benefit cost"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Iowa to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "IA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Amount determined by regulation"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Kansas to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "KS", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "5.4% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Kentucky to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "KY", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "2% of total payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Maine to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "ME", "provision_is_mandatory": true, "provision_is_optional": true, "amount": "By regulation; 5% of taxable wages"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Maryland to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "MD", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of taxable wages if the organization has taxable wages less than 25 times the taxable wage base, or 5.4% of taxable wages if the organization's taxable wages equal or exceed 25 times the taxable wage base"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Massachusetts to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "MA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Michigan to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "MI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "4% of estimated annual payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Mississippi to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "MS", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "1.35% of taxable payrolls for nonprofit organizations and 2% of taxable payrolls for governmental entities"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in North Carolina to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "NC", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Non-profits must keep 1% of prior year's taxable payroll in unemployment fund"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in New Jersey to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "NJ", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in New Mexico to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "NM", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of contributions times the organization's taxable wages"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Ohio to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "OH", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "3% of taxable payrolls but not more than $2,000,000"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Oregon to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "OR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2% of total wages for the 4 CQs immediately preceding effective date of election to reimbursable status"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Pennsylvania to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "PA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "1% of taxable payroll for the most recent 4 CQs prior to election of reimbursable status"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Puerto Rico to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "PR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Determined by rule"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Rhode Island to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "RI", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "No greater than double amount of estimated tax due each month, but not less than $100"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in South Carolina to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "SC", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Bond from nonprofit organizations which do not possess real property and improvements valued in excess of $2 million; regulation requires bond or deposit of minimum of $2,000 for employers with annual wages of $50,000 or less; for annual wages exceeding $50,000, an additional $1,000 bond required for each $50,000 or portion thereof"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in South Dakota to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "SD", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Maximum effective contribution rate times organization's taxable payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Texas to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "TX", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Higher of 5% of total anticipated wages for next 12 months or amount determined by the commission"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Utah to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "UT", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Nonprofit employers may be required to deposit 1% of total wages paid in 4 CQs prior to demand; in the absence of 4 quarters of wages, the Division will determine the amount; deposit subject to adjustments"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in Virginia to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "VA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Determined by commission based on taxable wages for preceding year"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it mandatory for employers in US Virgin Islands to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "VI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "1.35% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Washington to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "WA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Amount sufficient to cover benefit costs but not more than the amount organization would pay if it were liable for contributions"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Wisconsin to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "WI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "4% of taxable payrolls of preceding year or anticipated payroll for current year, whichever is greater"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Wyoming to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "WY", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "No amount specified in law"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Alabama to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "AL", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Percent of taxable payrolls determined by director or administrator, not to exceed the maximum percentage charged to contributing employers"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Alaska to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "AK", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Amount determined by regulation"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Arkansas to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "AR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Prepays estimated charges each quarter"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Colorado to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "CO", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Greater of 3 times amount of regular and \u00bd EB paid, based on service within part year or sum of such payments during past 3 years, but not to exceed 3.6% nor less than 0.1% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Connecticut to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "CT", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in District of Columbia to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "DC", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "0.25% of taxable payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Georgia to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "GA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of taxable payroll as of various alternative dates, or if none, as determined by the Commissioner"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Hawaii to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "HI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "0.2% of total payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Idaho to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "ID", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Determined on basis of potential benefit cost"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Iowa to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "IA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Amount determined by regulation"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Kansas to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "KS", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "5.4% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Kentucky to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "KY", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "2% of total payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Maine to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "ME", "provision_is_mandatory": true, "provision_is_optional": true, "amount": "By regulation; 5% of taxable wages"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Maryland to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "MD", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of taxable wages if the organization has taxable wages less than 25 times the taxable wage base, or 5.4% of taxable wages if the organization's taxable wages equal or exceed 25 times the taxable wage base"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Massachusetts to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "MA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Michigan to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "MI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "4% of estimated annual payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Mississippi to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "MS", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "1.35% of taxable payrolls for nonprofit organizations and 2% of taxable payrolls for governmental entities"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in North Carolina to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "NC", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Non-profits must keep 1% of prior year's taxable payroll in unemployment fund"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in New Jersey to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "NJ", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in New Mexico to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "NM", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of contributions times the organization's taxable wages"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Ohio to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "OH", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "3% of taxable payrolls but not more than $2,000,000"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Oregon to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "OR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2% of total wages for the 4 CQs immediately preceding effective date of election to reimbursable status"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Pennsylvania to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "PA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "1% of taxable payroll for the most recent 4 CQs prior to election of reimbursable status"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Puerto Rico to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "PR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Determined by rule"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Rhode Island to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "RI", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "No greater than double amount of estimated tax due each month, but not less than $100"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in South Carolina to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "SC", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Bond from nonprofit organizations which do not possess real property and improvements valued in excess of $2 million; regulation requires bond or deposit of minimum of $2,000 for employers with annual wages of $50,000 or less; for annual wages exceeding $50,000, an additional $1,000 bond required for each $50,000 or portion thereof"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in South Dakota to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "SD", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Maximum effective contribution rate times organization's taxable payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Texas to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "TX", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Higher of 5% of total anticipated wages for next 12 months or amount determined by the commission"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Utah to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "UT", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Nonprofit employers may be required to deposit 1% of total wages paid in 4 CQs prior to demand; in the absence of 4 quarters of wages, the Division will determine the amount; deposit subject to adjustments"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in Virginia to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "VA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Determined by commission based on taxable wages for preceding year"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, is it optional for employers in US Virgin Islands to provide a bond or deposit when electing the reimbursement option?", "answer": {"state": "VI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "1.35% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Washington?", "answer": {"state": "WA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Amount sufficient to cover benefit costs but not more than the amount organization would pay if it were liable for contributions"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Wisconsin?", "answer": {"state": "WI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "4% of taxable payrolls of preceding year or anticipated payroll for current year, whichever is greater"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Wyoming?", "answer": {"state": "WY", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "No amount specified in law"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Alabama?", "answer": {"state": "AL", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Percent of taxable payrolls determined by director or administrator, not to exceed the maximum percentage charged to contributing employers"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Alaska?", "answer": {"state": "AK", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Amount determined by regulation"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Arkansas?", "answer": {"state": "AR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Prepays estimated charges each quarter"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Colorado?", "answer": {"state": "CO", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Greater of 3 times amount of regular and \u00bd EB paid, based on service within part year or sum of such payments during past 3 years, but not to exceed 3.6% nor less than 0.1% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Connecticut?", "answer": {"state": "CT", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in District of Columbia?", "answer": {"state": "DC", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "0.25% of taxable payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Georgia?", "answer": {"state": "GA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of taxable payroll as of various alternative dates, or if none, as determined by the Commissioner"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Hawaii?", "answer": {"state": "HI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "0.2% of total payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Idaho?", "answer": {"state": "ID", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Determined on basis of potential benefit cost"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Iowa?", "answer": {"state": "IA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Amount determined by regulation"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Kansas?", "answer": {"state": "KS", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "5.4% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Kentucky?", "answer": {"state": "KY", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "2% of total payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Maine?", "answer": {"state": "ME", "provision_is_mandatory": true, "provision_is_optional": true, "amount": "By regulation; 5% of taxable wages"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Maryland?", "answer": {"state": "MD", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of taxable wages if the organization has taxable wages less than 25 times the taxable wage base, or 5.4% of taxable wages if the organization's taxable wages equal or exceed 25 times the taxable wage base"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Massachusetts?", "answer": {"state": "MA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Michigan?", "answer": {"state": "MI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "4% of estimated annual payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Mississippi?", "answer": {"state": "MS", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "1.35% of taxable payrolls for nonprofit organizations and 2% of taxable payrolls for governmental entities"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in North Carolina?", "answer": {"state": "NC", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Non-profits must keep 1% of prior year's taxable payroll in unemployment fund"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in New Jersey?", "answer": {"state": "NJ", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Percent of taxable payrolls not to exceed the maximum contribution rate in effect"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in New Mexico?", "answer": {"state": "NM", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2.7% of contributions times the organization's taxable wages"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Ohio?", "answer": {"state": "OH", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "3% of taxable payrolls but not more than $2,000,000"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Oregon?", "answer": {"state": "OR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "2% of total wages for the 4 CQs immediately preceding effective date of election to reimbursable status"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Pennsylvania?", "answer": {"state": "PA", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "1% of taxable payroll for the most recent 4 CQs prior to election of reimbursable status"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Puerto Rico?", "answer": {"state": "PR", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "Determined by rule"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Rhode Island?", "answer": {"state": "RI", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "No greater than double amount of estimated tax due each month, but not less than $100"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in South Carolina?", "answer": {"state": "SC", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Bond from nonprofit organizations which do not possess real property and improvements valued in excess of $2 million; regulation requires bond or deposit of minimum of $2,000 for employers with annual wages of $50,000 or less; for annual wages exceeding $50,000, an additional $1,000 bond required for each $50,000 or portion thereof"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in South Dakota?", "answer": {"state": "SD", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Maximum effective contribution rate times organization's taxable payroll"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Texas?", "answer": {"state": "TX", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Higher of 5% of total anticipated wages for next 12 months or amount determined by the commission"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Utah?", "answer": {"state": "UT", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Nonprofit employers may be required to deposit 1% of total wages paid in 4 CQs prior to demand; in the absence of 4 quarters of wages, the Division will determine the amount; deposit subject to adjustments"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in Virginia?", "answer": {"state": "VA", "provision_is_mandatory": false, "provision_is_optional": true, "amount": "Determined by commission based on taxable wages for preceding year"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "2-18", "question": "Given the description above, what is the required bond or deposit amount for employers electing the reimbursement option in US Virgin Islands?", "answer": {"state": "VI", "provision_is_mandatory": true, "provision_is_optional": false, "amount": "1.35% of taxable payrolls"}, "prompt_context": "BASE-PERIOD AND BENEFIT YEAR \nAn individual\u2019s benefit rights to UC are determined using wages and employment from a specific period of time called a base-period. Once a claim is established, benefits are payable during a period of time called the benefit year. Individuals who exhaust their benefits before the end of a benefit year must wait until the current benefit year ends before they can file a new claim. \n BASE-PERIODS\u2014A base period is the look-back period during which wages earned and/or hours/weeks worked are examined to determine an individual\u2019s monetary entitlement to benefits. Almost all states use the first four of the last five completed calendar quarters preceding the filing of the claim, commonly known as a regular base period, as the look-back period. In other states, the look-back period is defined differently. For example, Massachusetts uses the four completed calendar quarters preceding the first day of the benefit year. Minnesota uses the last four completed calendar quarters, provided the effective date of the claim is not during the month immediately following the fourth completed calendar quarter. \nBase period employment is considered evidence of an individual\u2019s attachment to the labor market. Because it is an imperfect measure, there are instances when individuals with labor market attachment are monetarily unable to establish a claim for benefits using a state\u2019s regular base-period due to insufficient wages or hours/weeks worked. To address this, states have enacted additional base periods that apply under certain circumstances. This chapter refers to these in two ways: Alternative Base Periods (ABP) and Extended Base Periods (EBP). States may use different names to label these. \nAlternative Base-Period (ABP)\u2014A regular base-period results in a lag of up to six months between the end of the regular base-period and the date an individual files a claim. Consequently, the individual\u2019s most recent work history is not used when determining monetary eligibility. When individuals fail to qualify under the regular base-period, many states determine monetary eligibility using an ABP in which the states will use wages and employment from the last four completed calendar quarters. \nExtended Base-Period (EBP)\u2014Several states allow individuals who have no wages in the current base-period, typically due to illness or injury, to use older wages and employment to establish eligibility. The use of this older time frame is generally called an extended base period. For example, a state may allow an individual who was previously injured on the job, and who has collected workers\u2019 compensation benefits prior to filing for unemployment benefits, to establish eligibility for unemployment insurance benefits by using wages earned and employment worked before the date of the individual\u2019s injury. (Note that some state laws may describe these base-periods as \u201calternative\u201d base-periods.) The following table details the alternative and extended base periods states use in addition to the regular base-period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in South Dakota?", "answer": {"state": "SD", "qualifying_formula": "$728 in HQ and 20 x WBA outside HQ", "high_quarter_minimum": 728, "base_period_minimum": 1288}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Tennessee?", "answer": {"state": "TN", "qualifying_formula": "40 x WBA, $780.01 average wages in highest 2 quarters in BP, and wages outside of HQ are lesser of 6 x WBA or $900", "high_quarter_minimum": "Avg $780.01 in highest 2 qtrs", "base_period_minimum": ">$1,560 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Texas?", "answer": {"state": "TX", "qualifying_formula": "37 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": 2627}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Utah?", "answer": {"state": "UT", "qualifying_formula": "$4,500 minimum and 1\u00bd x HQW in BP (BPW must be 8% of state average fiscal year wages in BP, rounded to the higher $100)", "high_quarter_minimum": 3000, "base_period_minimum": 4500}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Vermont?", "answer": {"state": "VT", "qualifying_formula": "1.4 x HQW in BP and $2,999 in HQ (HQW will be adjusted by a percentage increase equal to the percentage increase in the state minimum wage for the prior year)", "high_quarter_minimum": 2999, "base_period_minimum": 4199}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Virginia?", "answer": {"state": "VA", "qualifying_formula": "$3,000 in 2 highest quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "3,000 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in US Virgin Islands?", "answer": {"state": "VI", "qualifying_formula": "1\u00bd x HQW in BP and $858 in HQ Alternative: $858 in HQW and 39 x WBA in BP", "high_quarter_minimum": 858, "base_period_minimum": 1287}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Washington?", "answer": {"state": "WA", "qualifying_formula": "680 hours employment in BP and wages in BP or alternate BP", "high_quarter_minimum": "N/A", "base_period_minimum": "N/A"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in West Virginia?", "answer": {"state": "WV", "qualifying_formula": "$2,200 flat amount and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": 2200}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Wisconsin?", "answer": {"state": "WI", "qualifying_formula": "35 x WBA in BP, $1,350 in HQ, and 4 x WBA outside HQ and wages in at least 2 quarters", "high_quarter_minimum": 1350, "base_period_minimum": 1890}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Wyoming?", "answer": {"state": "WY", "qualifying_formula": "1.4 x HQW in BP (BPW must be \u22658% of statewide AAW rounded down to lower $50 increment \u2013 minimum HQW requirement calculated by dividing BPW by 4 and rounded down to the lower $50 increment)", "high_quarter_minimum": 800, "base_period_minimum": 3350}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Kentucky?", "answer": {"state": "KY", "qualifying_formula": "1\u00bd x HQW in BP, 8 x WBA in last 2 quarters of BP, $1,500 in a quarter", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,230"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Louisiana?", "answer": {"state": "LA", "qualifying_formula": "$1,200 in total BPW, wages in at least two quarters, 1\u00bd x HQW in BP", "high_quarter_minimum": "$800", "base_period_minimum": "$1,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Maine?", "answer": {"state": "ME", "qualifying_formula": "2 x AWW in each of 2 different quarters and total wages of 6 x AWW in BP", "high_quarter_minimum": "$1,968 in each of 2 quarters", "base_period_minimum": "$5,904"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Maryland?", "answer": {"state": "MD", "qualifying_formula": "1\u00bd x HQW in BP, >$1,175 in HQ, and $1,800 BP\nAlternative: eligibility for a lower WBA can be established if BP wages meet a specified amount on the wage schedule", "high_quarter_minimum": ">$1,175", "base_period_minimum": "$1,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Massachusetts?", "answer": {"state": "MA", "qualifying_formula": "30 x WBA in BP and $5,700 minimum in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$5,700"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Michigan?", "answer": {"state": "MI", "qualifying_formula": "1\u00bd x HQW in BP, wages in at least 2 quarters, and at least $3,830 in HQ\nAlternative: BPW equal to 20 times the state AWW and wages in 2 quarters", "high_quarter_minimum": "$3,830", "base_period_minimum": "$5,745"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Minnesota?", "answer": {"state": "MN", "qualifying_formula": "5.3 percent of state AAW rounded to the lower $100", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,392"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Mississippi?", "answer": {"state": "MS", "qualifying_formula": "40 x WBA in BP, 26 x minimum WBA in HQ and wages in 2 quarters", "high_quarter_minimum": "$780", "base_period_minimum": "$1,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Missouri?", "answer": {"state": "MO", "qualifying_formula": "1\u00bd x HQW in BP and $1,500 in one quarter\nAlternative: wages in 2 quarters and BPW of 1\u00bd x maximum taxable wage base for that year", "high_quarter_minimum": "$1,500", "base_period_minimum": "$2,250"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Montana?", "answer": {"state": "MT", "qualifying_formula": "1\u00bd x HQW in BP with total BP wages \u22657% of the AAW\nAlternative: total BPW \u2265 50% of AAW", "high_quarter_minimum": "$2,225", "base_period_minimum": "$3,337"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Nebraska?", "answer": {"state": "NE", "qualifying_formula": "$4,532 in BP, $1,850 in HQ, $800 in another quarter", "high_quarter_minimum": "$1,850", "base_period_minimum": "$4,532"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Nevada?", "answer": {"state": "NV", "qualifying_formula": "1\u00bd x HQW in BP and $400 in HQ\nAlternative: wages in 3 of the 4 quarters in the BP and $400 in HQ", "high_quarter_minimum": "$400", "base_period_minimum": "$600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in New Hampshire?", "answer": {"state": "NH", "qualifying_formula": "$1,400 in each of 2 quarters", "high_quarter_minimum": "$1,400", "base_period_minimum": "$2,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in New Jersey?", "answer": {"state": "NJ", "qualifying_formula": "20 weeks employment at 20 x State hourly minimum wage\nAlternative: 1,000 times the state minimum hourly wage (total of $8,500)", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in New Mexico?", "answer": {"state": "NM", "qualifying_formula": "$2,332.72 in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,332.72"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in New York?", "answer": {"state": "NY", "qualifying_formula": "1\u00bd x HQW in BP; H2QW equal to 221 x state minimum wage, rounded to the next lower $100 increment", "high_quarter_minimum": "$2,900", "base_period_minimum": "$4,350"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in North Carolina?", "answer": {"state": "NC", "qualifying_formula": "6 x AWW in BP and wages in last 2 quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$780 in last 2 qtrs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in North Dakota?", "answer": {"state": "ND", "qualifying_formula": "1\u00bd x HQW in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,795 In 2 qtrs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Ohio?", "answer": {"state": "OH", "qualifying_formula": "20 weeks employment with wages averaging at least 27.5% of the state AWW in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$5,220"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Oklahoma?", "answer": {"state": "OK", "qualifying_formula": "$1,500 minimum and 1\u00bd x HQW in BP\nAlternative: $24,800 in BP (100% state taxable wage base)", "high_quarter_minimum": "N/A", "base_period_minimum": "$1,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Oregon?", "answer": {"state": "OR", "qualifying_formula": "$1,000 minimum and 1\u00bd x HQW in BP\nAlternative: 500 hours of employment in BP", "high_quarter_minimum": "$667", "base_period_minimum": "$1,000"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Pennsylvania?", "answer": {"state": "PA", "qualifying_formula": "$1,688 in HQ, minimum $2,718 in BP, at least 37% BPW outside of HQ, and 18 credit weeks in BP", "high_quarter_minimum": "$1,688", "base_period_minimum": "$2,718"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Puerto Rico?", "answer": {"state": "PR", "qualifying_formula": "40 x WBA in BP and wages in 2 quarters\nAlternative: If fail to meet qualifying requirement for WBA computed on HQW but do meet qualifying requirement for next lower bracket, eligible for lower WBA, unlimited step-down provision; PR has a flat qualifying requirement for agricultural workers; individual's annual salary is used for agricultural workers", "high_quarter_minimum": "$660", "base_period_minimum": "$2,400"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Rhode Island?", "answer": {"state": "RI", "qualifying_formula": "1\u00bd x HQW in BP and 200 x minimum hourly wage in 1 quarter and at least 400 x the minimum hourly wage in BP\nAlternative: $1,200 x minimum hourly wage in BP", "high_quarter_minimum": "$2,300", "base_period_minimum": "$4,600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in South Carolina?", "answer": {"state": "SC", "qualifying_formula": "1\u00bd x HQW in BP and $4,455 BPW and $1,092 HQW", "high_quarter_minimum": "$1,092", "base_period_minimum": "$4,455"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Alabama?", "answer": {"state": "AL", "qualifying_formula": "1\u00bd x HQW in BP", "high_quarter_minimum": "N/A", "base_period_minimum": ">$2,314 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Alaska?", "answer": {"state": "AK", "qualifying_formula": "$2,500 flat amount and wages in 2 quarters of BP, at least $250 outside HQ", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Arizona?", "answer": {"state": "AZ", "qualifying_formula": "1\u00bd x HQW in BP and 390 x minimum wage in effect ($4,992) in one quarter Alternative: Wages in 2 quarters of BP, with wages in 1 quarter sufficient to qualify for the maximum WBA, and total BPW \u2265 the taxable wage base", "high_quarter_minimum": "$4,992", "base_period_minimum": "$7,488"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Arkansas?", "answer": {"state": "AR", "qualifying_formula": "35 x WBA in BP and wages in 2 quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,835"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in California?", "answer": {"state": "CA", "qualifying_formula": "$1,300 in HQ Alternative: $900 in HQ with BPW = 1\u00bc x HQ", "high_quarter_minimum": "$900", "base_period_minimum": "$1,125"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Colorado?", "answer": {"state": "CO", "qualifying_formula": "40 x WBA or $2,500 in BP, whichever is greater", "high_quarter_minimum": "$1,084 in 2 HQs", "base_period_minimum": "$2,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Connecticut?", "answer": {"state": "CT", "qualifying_formula": "40 x WBA in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Delaware?", "answer": {"state": "DE", "qualifying_formula": "36 x WBA in BP Alternative: If (36 x WBA) - BPW \u2264 $180, eligible for reduced WBA", "high_quarter_minimum": "N/A", "base_period_minimum": "$720"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in District of Columbia?", "answer": {"state": "DC", "qualifying_formula": "1\u00bd x HQW in BP or within $70 of meeting the 1\u00bd HQW requirement, $1,950 in 2 quarters, and $1,300 in 1 quarter", "high_quarter_minimum": "$1,300", "base_period_minimum": "$1,950 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Florida?", "answer": {"state": "FL", "qualifying_formula": "1\u00bd x HQW in BP; minimum of $3,400 in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,400"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Georgia?", "answer": {"state": "GA", "qualifying_formula": "Wages in 2 quarters and 150% x HQW Alternative: HQW divided by 21 for WBA and total earnings in 2 quarters totaling at least 40 x WBA", "high_quarter_minimum": "$1,155", "base_period_minimum": "$2,200 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Hawaii?", "answer": {"state": "HI", "qualifying_formula": "26 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$130"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Idaho?", "answer": {"state": "ID", "qualifying_formula": "1\u00bc x HQW in BP and $1,872 in one quarter", "high_quarter_minimum": "$1,872", "base_period_minimum": "$2,340"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Illinois?", "answer": {"state": "IL", "qualifying_formula": "$1,600 flat amount with $440 outside HQ", "high_quarter_minimum": "N/A", "base_period_minimum": "$1,600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Indiana?", "answer": {"state": "IN", "qualifying_formula": "1\u00bd x HQW totaling at least $2,500 in last 2 quarters; not less than $4,200", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Iowa?", "answer": {"state": "IA", "qualifying_formula": "1\u00bc x HQW in BP, 3.5% of the statewide AAW in HQ, and \u00bd HQW in quarter that is not the HQ", "high_quarter_minimum": "$1,890", "base_period_minimum": "$2,840"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the qualifying formula for base-period wages and employment required for unemployment benefits in Kansas?", "answer": {"state": "KS", "qualifying_formula": "30 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,050"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in South Dakota?", "answer": {"state": "SD", "qualifying_formula": "$728 in HQ and 20 x WBA outside HQ", "high_quarter_minimum": 728, "base_period_minimum": 1288}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Tennessee?", "answer": {"state": "TN", "qualifying_formula": "40 x WBA, $780.01 average wages in highest 2 quarters in BP, and wages outside of HQ are lesser of 6 x WBA or $900", "high_quarter_minimum": "Avg $780.01 in highest 2 qtrs", "base_period_minimum": ">$1,560 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Texas?", "answer": {"state": "TX", "qualifying_formula": "37 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": 2627}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Utah?", "answer": {"state": "UT", "qualifying_formula": "$4,500 minimum and 1\u00bd x HQW in BP (BPW must be 8% of state average fiscal year wages in BP, rounded to the higher $100)", "high_quarter_minimum": 3000, "base_period_minimum": 4500}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Vermont?", "answer": {"state": "VT", "qualifying_formula": "1.4 x HQW in BP and $2,999 in HQ (HQW will be adjusted by a percentage increase equal to the percentage increase in the state minimum wage for the prior year)", "high_quarter_minimum": 2999, "base_period_minimum": 4199}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Virginia?", "answer": {"state": "VA", "qualifying_formula": "$3,000 in 2 highest quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "3,000 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in US Virgin Islands?", "answer": {"state": "VI", "qualifying_formula": "1\u00bd x HQW in BP and $858 in HQ Alternative: $858 in HQW and 39 x WBA in BP", "high_quarter_minimum": 858, "base_period_minimum": 1287}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Washington?", "answer": {"state": "WA", "qualifying_formula": "680 hours employment in BP and wages in BP or alternate BP", "high_quarter_minimum": "N/A", "base_period_minimum": "N/A"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in West Virginia?", "answer": {"state": "WV", "qualifying_formula": "$2,200 flat amount and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": 2200}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Wisconsin?", "answer": {"state": "WI", "qualifying_formula": "35 x WBA in BP, $1,350 in HQ, and 4 x WBA outside HQ and wages in at least 2 quarters", "high_quarter_minimum": 1350, "base_period_minimum": 1890}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Wyoming?", "answer": {"state": "WY", "qualifying_formula": "1.4 x HQW in BP (BPW must be \u22658% of statewide AAW rounded down to lower $50 increment \u2013 minimum HQW requirement calculated by dividing BPW by 4 and rounded down to the lower $50 increment)", "high_quarter_minimum": 800, "base_period_minimum": 3350}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Kentucky?", "answer": {"state": "KY", "qualifying_formula": "1\u00bd x HQW in BP, 8 x WBA in last 2 quarters of BP, $1,500 in a quarter", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,230"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Louisiana?", "answer": {"state": "LA", "qualifying_formula": "$1,200 in total BPW, wages in at least two quarters, 1\u00bd x HQW in BP", "high_quarter_minimum": "$800", "base_period_minimum": "$1,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Maine?", "answer": {"state": "ME", "qualifying_formula": "2 x AWW in each of 2 different quarters and total wages of 6 x AWW in BP", "high_quarter_minimum": "$1,968 in each of 2 quarters", "base_period_minimum": "$5,904"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Maryland?", "answer": {"state": "MD", "qualifying_formula": "1\u00bd x HQW in BP, >$1,175 in HQ, and $1,800 BP\nAlternative: eligibility for a lower WBA can be established if BP wages meet a specified amount on the wage schedule", "high_quarter_minimum": ">$1,175", "base_period_minimum": "$1,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Massachusetts?", "answer": {"state": "MA", "qualifying_formula": "30 x WBA in BP and $5,700 minimum in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$5,700"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Michigan?", "answer": {"state": "MI", "qualifying_formula": "1\u00bd x HQW in BP, wages in at least 2 quarters, and at least $3,830 in HQ\nAlternative: BPW equal to 20 times the state AWW and wages in 2 quarters", "high_quarter_minimum": "$3,830", "base_period_minimum": "$5,745"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Minnesota?", "answer": {"state": "MN", "qualifying_formula": "5.3 percent of state AAW rounded to the lower $100", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,392"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Mississippi?", "answer": {"state": "MS", "qualifying_formula": "40 x WBA in BP, 26 x minimum WBA in HQ and wages in 2 quarters", "high_quarter_minimum": "$780", "base_period_minimum": "$1,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Missouri?", "answer": {"state": "MO", "qualifying_formula": "1\u00bd x HQW in BP and $1,500 in one quarter\nAlternative: wages in 2 quarters and BPW of 1\u00bd x maximum taxable wage base for that year", "high_quarter_minimum": "$1,500", "base_period_minimum": "$2,250"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Montana?", "answer": {"state": "MT", "qualifying_formula": "1\u00bd x HQW in BP with total BP wages \u22657% of the AAW\nAlternative: total BPW \u2265 50% of AAW", "high_quarter_minimum": "$2,225", "base_period_minimum": "$3,337"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Nebraska?", "answer": {"state": "NE", "qualifying_formula": "$4,532 in BP, $1,850 in HQ, $800 in another quarter", "high_quarter_minimum": "$1,850", "base_period_minimum": "$4,532"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Nevada?", "answer": {"state": "NV", "qualifying_formula": "1\u00bd x HQW in BP and $400 in HQ\nAlternative: wages in 3 of the 4 quarters in the BP and $400 in HQ", "high_quarter_minimum": "$400", "base_period_minimum": "$600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in New Hampshire?", "answer": {"state": "NH", "qualifying_formula": "$1,400 in each of 2 quarters", "high_quarter_minimum": "$1,400", "base_period_minimum": "$2,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in New Jersey?", "answer": {"state": "NJ", "qualifying_formula": "20 weeks employment at 20 x State hourly minimum wage\nAlternative: 1,000 times the state minimum hourly wage (total of $8,500)", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in New Mexico?", "answer": {"state": "NM", "qualifying_formula": "$2,332.72 in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,332.72"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in New York?", "answer": {"state": "NY", "qualifying_formula": "1\u00bd x HQW in BP; H2QW equal to 221 x state minimum wage, rounded to the next lower $100 increment", "high_quarter_minimum": "$2,900", "base_period_minimum": "$4,350"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in North Carolina?", "answer": {"state": "NC", "qualifying_formula": "6 x AWW in BP and wages in last 2 quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$780 in last 2 qtrs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in North Dakota?", "answer": {"state": "ND", "qualifying_formula": "1\u00bd x HQW in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,795 In 2 qtrs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Ohio?", "answer": {"state": "OH", "qualifying_formula": "20 weeks employment with wages averaging at least 27.5% of the state AWW in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$5,220"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Oklahoma?", "answer": {"state": "OK", "qualifying_formula": "$1,500 minimum and 1\u00bd x HQW in BP\nAlternative: $24,800 in BP (100% state taxable wage base)", "high_quarter_minimum": "N/A", "base_period_minimum": "$1,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Oregon?", "answer": {"state": "OR", "qualifying_formula": "$1,000 minimum and 1\u00bd x HQW in BP\nAlternative: 500 hours of employment in BP", "high_quarter_minimum": "$667", "base_period_minimum": "$1,000"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Pennsylvania?", "answer": {"state": "PA", "qualifying_formula": "$1,688 in HQ, minimum $2,718 in BP, at least 37% BPW outside of HQ, and 18 credit weeks in BP", "high_quarter_minimum": "$1,688", "base_period_minimum": "$2,718"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Puerto Rico?", "answer": {"state": "PR", "qualifying_formula": "40 x WBA in BP and wages in 2 quarters\nAlternative: If fail to meet qualifying requirement for WBA computed on HQW but do meet qualifying requirement for next lower bracket, eligible for lower WBA, unlimited step-down provision; PR has a flat qualifying requirement for agricultural workers; individual's annual salary is used for agricultural workers", "high_quarter_minimum": "$660", "base_period_minimum": "$2,400"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Rhode Island?", "answer": {"state": "RI", "qualifying_formula": "1\u00bd x HQW in BP and 200 x minimum hourly wage in 1 quarter and at least 400 x the minimum hourly wage in BP\nAlternative: $1,200 x minimum hourly wage in BP", "high_quarter_minimum": "$2,300", "base_period_minimum": "$4,600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in South Carolina?", "answer": {"state": "SC", "qualifying_formula": "1\u00bd x HQW in BP and $4,455 BPW and $1,092 HQW", "high_quarter_minimum": "$1,092", "base_period_minimum": "$4,455"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Alabama?", "answer": {"state": "AL", "qualifying_formula": "1\u00bd x HQW in BP", "high_quarter_minimum": "N/A", "base_period_minimum": ">$2,314 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Alaska?", "answer": {"state": "AK", "qualifying_formula": "$2,500 flat amount and wages in 2 quarters of BP, at least $250 outside HQ", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Arizona?", "answer": {"state": "AZ", "qualifying_formula": "1\u00bd x HQW in BP and 390 x minimum wage in effect ($4,992) in one quarter Alternative: Wages in 2 quarters of BP, with wages in 1 quarter sufficient to qualify for the maximum WBA, and total BPW \u2265 the taxable wage base", "high_quarter_minimum": "$4,992", "base_period_minimum": "$7,488"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Arkansas?", "answer": {"state": "AR", "qualifying_formula": "35 x WBA in BP and wages in 2 quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,835"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in California?", "answer": {"state": "CA", "qualifying_formula": "$1,300 in HQ Alternative: $900 in HQ with BPW = 1\u00bc x HQ", "high_quarter_minimum": "$900", "base_period_minimum": "$1,125"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Colorado?", "answer": {"state": "CO", "qualifying_formula": "40 x WBA or $2,500 in BP, whichever is greater", "high_quarter_minimum": "$1,084 in 2 HQs", "base_period_minimum": "$2,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Connecticut?", "answer": {"state": "CT", "qualifying_formula": "40 x WBA in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Delaware?", "answer": {"state": "DE", "qualifying_formula": "36 x WBA in BP Alternative: If (36 x WBA) - BPW \u2264 $180, eligible for reduced WBA", "high_quarter_minimum": "N/A", "base_period_minimum": "$720"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in District of Columbia?", "answer": {"state": "DC", "qualifying_formula": "1\u00bd x HQW in BP or within $70 of meeting the 1\u00bd HQW requirement, $1,950 in 2 quarters, and $1,300 in 1 quarter", "high_quarter_minimum": "$1,300", "base_period_minimum": "$1,950 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Florida?", "answer": {"state": "FL", "qualifying_formula": "1\u00bd x HQW in BP; minimum of $3,400 in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,400"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Georgia?", "answer": {"state": "GA", "qualifying_formula": "Wages in 2 quarters and 150% x HQW Alternative: HQW divided by 21 for WBA and total earnings in 2 quarters totaling at least 40 x WBA", "high_quarter_minimum": "$1,155", "base_period_minimum": "$2,200 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Hawaii?", "answer": {"state": "HI", "qualifying_formula": "26 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$130"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Idaho?", "answer": {"state": "ID", "qualifying_formula": "1\u00bc x HQW in BP and $1,872 in one quarter", "high_quarter_minimum": "$1,872", "base_period_minimum": "$2,340"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Illinois?", "answer": {"state": "IL", "qualifying_formula": "$1,600 flat amount with $440 outside HQ", "high_quarter_minimum": "N/A", "base_period_minimum": "$1,600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Indiana?", "answer": {"state": "IN", "qualifying_formula": "1\u00bd x HQW totaling at least $2,500 in last 2 quarters; not less than $4,200", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Iowa?", "answer": {"state": "IA", "qualifying_formula": "1\u00bc x HQW in BP, 3.5% of the statewide AAW in HQ, and \u00bd HQW in quarter that is not the HQ", "high_quarter_minimum": "$1,890", "base_period_minimum": "$2,840"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum high-quarter wage required to qualify for benefits in Kansas?", "answer": {"state": "KS", "qualifying_formula": "30 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,050"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in South Dakota?", "answer": {"state": "SD", "qualifying_formula": "$728 in HQ and 20 x WBA outside HQ", "high_quarter_minimum": 728, "base_period_minimum": 1288}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Tennessee?", "answer": {"state": "TN", "qualifying_formula": "40 x WBA, $780.01 average wages in highest 2 quarters in BP, and wages outside of HQ are lesser of 6 x WBA or $900", "high_quarter_minimum": "Avg $780.01 in highest 2 qtrs", "base_period_minimum": ">$1,560 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Texas?", "answer": {"state": "TX", "qualifying_formula": "37 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": 2627}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Utah?", "answer": {"state": "UT", "qualifying_formula": "$4,500 minimum and 1\u00bd x HQW in BP (BPW must be 8% of state average fiscal year wages in BP, rounded to the higher $100)", "high_quarter_minimum": 3000, "base_period_minimum": 4500}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Vermont?", "answer": {"state": "VT", "qualifying_formula": "1.4 x HQW in BP and $2,999 in HQ (HQW will be adjusted by a percentage increase equal to the percentage increase in the state minimum wage for the prior year)", "high_quarter_minimum": 2999, "base_period_minimum": 4199}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Virginia?", "answer": {"state": "VA", "qualifying_formula": "$3,000 in 2 highest quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "3,000 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in US Virgin Islands?", "answer": {"state": "VI", "qualifying_formula": "1\u00bd x HQW in BP and $858 in HQ Alternative: $858 in HQW and 39 x WBA in BP", "high_quarter_minimum": 858, "base_period_minimum": 1287}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Washington?", "answer": {"state": "WA", "qualifying_formula": "680 hours employment in BP and wages in BP or alternate BP", "high_quarter_minimum": "N/A", "base_period_minimum": "N/A"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in West Virginia?", "answer": {"state": "WV", "qualifying_formula": "$2,200 flat amount and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": 2200}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Wisconsin?", "answer": {"state": "WI", "qualifying_formula": "35 x WBA in BP, $1,350 in HQ, and 4 x WBA outside HQ and wages in at least 2 quarters", "high_quarter_minimum": 1350, "base_period_minimum": 1890}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Wyoming?", "answer": {"state": "WY", "qualifying_formula": "1.4 x HQW in BP (BPW must be \u22658% of statewide AAW rounded down to lower $50 increment \u2013 minimum HQW requirement calculated by dividing BPW by 4 and rounded down to the lower $50 increment)", "high_quarter_minimum": 800, "base_period_minimum": 3350}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Kentucky?", "answer": {"state": "KY", "qualifying_formula": "1\u00bd x HQW in BP, 8 x WBA in last 2 quarters of BP, $1,500 in a quarter", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,230"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Louisiana?", "answer": {"state": "LA", "qualifying_formula": "$1,200 in total BPW, wages in at least two quarters, 1\u00bd x HQW in BP", "high_quarter_minimum": "$800", "base_period_minimum": "$1,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Maine?", "answer": {"state": "ME", "qualifying_formula": "2 x AWW in each of 2 different quarters and total wages of 6 x AWW in BP", "high_quarter_minimum": "$1,968 in each of 2 quarters", "base_period_minimum": "$5,904"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Maryland?", "answer": {"state": "MD", "qualifying_formula": "1\u00bd x HQW in BP, >$1,175 in HQ, and $1,800 BP\nAlternative: eligibility for a lower WBA can be established if BP wages meet a specified amount on the wage schedule", "high_quarter_minimum": ">$1,175", "base_period_minimum": "$1,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Massachusetts?", "answer": {"state": "MA", "qualifying_formula": "30 x WBA in BP and $5,700 minimum in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$5,700"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Michigan?", "answer": {"state": "MI", "qualifying_formula": "1\u00bd x HQW in BP, wages in at least 2 quarters, and at least $3,830 in HQ\nAlternative: BPW equal to 20 times the state AWW and wages in 2 quarters", "high_quarter_minimum": "$3,830", "base_period_minimum": "$5,745"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Minnesota?", "answer": {"state": "MN", "qualifying_formula": "5.3 percent of state AAW rounded to the lower $100", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,392"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Mississippi?", "answer": {"state": "MS", "qualifying_formula": "40 x WBA in BP, 26 x minimum WBA in HQ and wages in 2 quarters", "high_quarter_minimum": "$780", "base_period_minimum": "$1,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Missouri?", "answer": {"state": "MO", "qualifying_formula": "1\u00bd x HQW in BP and $1,500 in one quarter\nAlternative: wages in 2 quarters and BPW of 1\u00bd x maximum taxable wage base for that year", "high_quarter_minimum": "$1,500", "base_period_minimum": "$2,250"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Montana?", "answer": {"state": "MT", "qualifying_formula": "1\u00bd x HQW in BP with total BP wages \u22657% of the AAW\nAlternative: total BPW \u2265 50% of AAW", "high_quarter_minimum": "$2,225", "base_period_minimum": "$3,337"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Nebraska?", "answer": {"state": "NE", "qualifying_formula": "$4,532 in BP, $1,850 in HQ, $800 in another quarter", "high_quarter_minimum": "$1,850", "base_period_minimum": "$4,532"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Nevada?", "answer": {"state": "NV", "qualifying_formula": "1\u00bd x HQW in BP and $400 in HQ\nAlternative: wages in 3 of the 4 quarters in the BP and $400 in HQ", "high_quarter_minimum": "$400", "base_period_minimum": "$600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in New Hampshire?", "answer": {"state": "NH", "qualifying_formula": "$1,400 in each of 2 quarters", "high_quarter_minimum": "$1,400", "base_period_minimum": "$2,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in New Jersey?", "answer": {"state": "NJ", "qualifying_formula": "20 weeks employment at 20 x State hourly minimum wage\nAlternative: 1,000 times the state minimum hourly wage (total of $8,500)", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,800"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in New Mexico?", "answer": {"state": "NM", "qualifying_formula": "$2,332.72 in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,332.72"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in New York?", "answer": {"state": "NY", "qualifying_formula": "1\u00bd x HQW in BP; H2QW equal to 221 x state minimum wage, rounded to the next lower $100 increment", "high_quarter_minimum": "$2,900", "base_period_minimum": "$4,350"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in North Carolina?", "answer": {"state": "NC", "qualifying_formula": "6 x AWW in BP and wages in last 2 quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$780 in last 2 qtrs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in North Dakota?", "answer": {"state": "ND", "qualifying_formula": "1\u00bd x HQW in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,795 In 2 qtrs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Ohio?", "answer": {"state": "OH", "qualifying_formula": "20 weeks employment with wages averaging at least 27.5% of the state AWW in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$5,220"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Oklahoma?", "answer": {"state": "OK", "qualifying_formula": "$1,500 minimum and 1\u00bd x HQW in BP\nAlternative: $24,800 in BP (100% state taxable wage base)", "high_quarter_minimum": "N/A", "base_period_minimum": "$1,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Oregon?", "answer": {"state": "OR", "qualifying_formula": "$1,000 minimum and 1\u00bd x HQW in BP\nAlternative: 500 hours of employment in BP", "high_quarter_minimum": "$667", "base_period_minimum": "$1,000"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Pennsylvania?", "answer": {"state": "PA", "qualifying_formula": "$1,688 in HQ, minimum $2,718 in BP, at least 37% BPW outside of HQ, and 18 credit weeks in BP", "high_quarter_minimum": "$1,688", "base_period_minimum": "$2,718"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Puerto Rico?", "answer": {"state": "PR", "qualifying_formula": "40 x WBA in BP and wages in 2 quarters\nAlternative: If fail to meet qualifying requirement for WBA computed on HQW but do meet qualifying requirement for next lower bracket, eligible for lower WBA, unlimited step-down provision; PR has a flat qualifying requirement for agricultural workers; individual's annual salary is used for agricultural workers", "high_quarter_minimum": "$660", "base_period_minimum": "$2,400"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Rhode Island?", "answer": {"state": "RI", "qualifying_formula": "1\u00bd x HQW in BP and 200 x minimum hourly wage in 1 quarter and at least 400 x the minimum hourly wage in BP\nAlternative: $1,200 x minimum hourly wage in BP", "high_quarter_minimum": "$2,300", "base_period_minimum": "$4,600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in South Carolina?", "answer": {"state": "SC", "qualifying_formula": "1\u00bd x HQW in BP and $4,455 BPW and $1,092 HQW", "high_quarter_minimum": "$1,092", "base_period_minimum": "$4,455"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Alabama?", "answer": {"state": "AL", "qualifying_formula": "1\u00bd x HQW in BP", "high_quarter_minimum": "N/A", "base_period_minimum": ">$2,314 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Alaska?", "answer": {"state": "AK", "qualifying_formula": "$2,500 flat amount and wages in 2 quarters of BP, at least $250 outside HQ", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Arizona?", "answer": {"state": "AZ", "qualifying_formula": "1\u00bd x HQW in BP and 390 x minimum wage in effect ($4,992) in one quarter Alternative: Wages in 2 quarters of BP, with wages in 1 quarter sufficient to qualify for the maximum WBA, and total BPW \u2265 the taxable wage base", "high_quarter_minimum": "$4,992", "base_period_minimum": "$7,488"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Arkansas?", "answer": {"state": "AR", "qualifying_formula": "35 x WBA in BP and wages in 2 quarters of BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$2,835"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in California?", "answer": {"state": "CA", "qualifying_formula": "$1,300 in HQ Alternative: $900 in HQ with BPW = 1\u00bc x HQ", "high_quarter_minimum": "$900", "base_period_minimum": "$1,125"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Colorado?", "answer": {"state": "CO", "qualifying_formula": "40 x WBA or $2,500 in BP, whichever is greater", "high_quarter_minimum": "$1,084 in 2 HQs", "base_period_minimum": "$2,500"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Connecticut?", "answer": {"state": "CT", "qualifying_formula": "40 x WBA in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Delaware?", "answer": {"state": "DE", "qualifying_formula": "36 x WBA in BP Alternative: If (36 x WBA) - BPW \u2264 $180, eligible for reduced WBA", "high_quarter_minimum": "N/A", "base_period_minimum": "$720"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in District of Columbia?", "answer": {"state": "DC", "qualifying_formula": "1\u00bd x HQW in BP or within $70 of meeting the 1\u00bd HQW requirement, $1,950 in 2 quarters, and $1,300 in 1 quarter", "high_quarter_minimum": "$1,300", "base_period_minimum": "$1,950 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Florida?", "answer": {"state": "FL", "qualifying_formula": "1\u00bd x HQW in BP; minimum of $3,400 in BP", "high_quarter_minimum": "N/A", "base_period_minimum": "$3,400"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Georgia?", "answer": {"state": "GA", "qualifying_formula": "Wages in 2 quarters and 150% x HQW Alternative: HQW divided by 21 for WBA and total earnings in 2 quarters totaling at least 40 x WBA", "high_quarter_minimum": "$1,155", "base_period_minimum": "$2,200 in 2 HQs"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Hawaii?", "answer": {"state": "HI", "qualifying_formula": "26 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$130"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Idaho?", "answer": {"state": "ID", "qualifying_formula": "1\u00bc x HQW in BP and $1,872 in one quarter", "high_quarter_minimum": "$1,872", "base_period_minimum": "$2,340"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Illinois?", "answer": {"state": "IL", "qualifying_formula": "$1,600 flat amount with $440 outside HQ", "high_quarter_minimum": "N/A", "base_period_minimum": "$1,600"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Indiana?", "answer": {"state": "IN", "qualifying_formula": "1\u00bd x HQW totaling at least $2,500 in last 2 quarters; not less than $4,200", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,200"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Iowa?", "answer": {"state": "IA", "qualifying_formula": "1\u00bc x HQW in BP, 3.5% of the statewide AAW in HQ, and \u00bd HQW in quarter that is not the HQ", "high_quarter_minimum": "$1,890", "base_period_minimum": "$2,840"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-2", "question": "Given the description above, what is the minimum base-period wage required to qualify for benefits in Kansas?", "answer": {"state": "KS", "qualifying_formula": "30 x WBA in BP and wages in 2 quarters", "high_quarter_minimum": "N/A", "base_period_minimum": "$4,050"}, "prompt_context": "QUALIFYING WAGES OR EMPLOYMENT\u2014Within the base-period, all states require an individual to have earned a certain amount of wages, worked for a certain period of time, or both, to be monetarily eligible to receive benefits. \nMost individuals qualify for benefits based on employment and wages in a single state. However, some individuals work in more than one state and may not have sufficient employment and wages in a single state to establish monetary eligibility. Additionally, some individuals could qualify for a higher weekly benefit amount if wages from multiple states are considered. In both of these situations, individuals may file a combined wage claim (CWC). In a CWC, wages and length of employment from multiple states may be combined in order to establish monetary eligibility or to increase a weekly benefit amount. The individual with wages in more than one state may file the claim in either state. Because of the potential of establishing more than one benefit year in more than one state, federal regulations stipulate that employment and wages transferred from one state to a second state for use in establishing a CWC cannot be used again to establish monetary eligibility on a different benefit year. \nMethods of Qualifying\u2014The methods that states use to determine monetary eligibility vary greatly and generally include one or more of the following methods: multiple of high-quarter wages, multiple of weekly benefit amount, flat qualifying amount, and weeks/hours of employment. \nMultiple of High-Quarter Wages\u2014Individuals must earn a certain dollar amount in the quarter of their base-period with the highest earnings and earn total base-period wages that are a multiple of the high-quarter wages (typically 1\u00bd). For example, if an individual earns $5,000 in the high-quarter, the individual must earn another $2,500 in the rest of the base-period so that total base-period wages equal $7,500. \nMultiple of Weekly Benefit Amount\u2014The state agency will first compute the individual\u2019s weekly benefit amount. See Table 3-5, Weekly Benefit Amounts. During the base period, the individual must have earned an amount equal to or greater than a specified multiple of the weekly benefit amount in order to establish monetary eligibility. For example, if an individual\u2019s weekly benefit amount is $100 and the state requires base-period earnings equal to 40 times the weekly benefit amount, the individual will need earnings of $4,000 during the base period to qualify. Under this method, most states also require the individual to have earned wages in at least two base-period quarters. Additionally, some states have weighted schedules that require varying multiples for varying weekly benefits. \nFlat Qualifying Amount\u2014Under this method, individuals must earn a specified dollar amount of total wages during the base period. \nWeeks/Hours of Employment\u2014Under this method, individuals must work a specified number of weeks or hours at a certain wage rate during the base-period. \nThe following table provides information on the qualifying formulas for each state. The columns under \u201cMinimum Wages Needed to Qualify\u201d are calculated based on the assumption that an individual earned a consistent amount of wages each quarter of their base period."}
-{"table_id": "3-3", "question": "Given the description above, when does the benefit year begin for unemployment benefits in Arkansas, if it is not the week the first claim is filed?", "answer": {"state": "AR", "benefit_year_begins": "Benefit year begins with the first day of the quarter in which a claim is first filed. As a result, the benefit \"year\" ranges from 40 to 52 weeks."}, "prompt_context": "BENEFIT YEARS\u2014In most states a benefit year is a 1-year, or 52-week, period during which an individual may receive unemployment insurance benefits and the benefit year begins the week the claim is filed. In all states, the beginning date of the benefit year depends on when an individual first files a \u201cvalid claim,\u201d meaning the individual meets minimum wage and employment requirements as it pertains to the base-period of the claim. The following table identifies states in which the benefit year begins in a week other than the week a valid claim is filed."}
-{"table_id": "3-3", "question": "Given the description above, when does the benefit year begin for unemployment benefits in New York, if it is not the week the first claim is filed?", "answer": {"state": "NY", "benefit_year_begins": "Benefit year consists of 52 weeks beginning the first Monday after filing a valid original claim."}, "prompt_context": "BENEFIT YEARS\u2014In most states a benefit year is a 1-year, or 52-week, period during which an individual may receive unemployment insurance benefits and the benefit year begins the week the claim is filed. In all states, the beginning date of the benefit year depends on when an individual first files a \u201cvalid claim,\u201d meaning the individual meets minimum wage and employment requirements as it pertains to the base-period of the claim. The following table identifies states in which the benefit year begins in a week other than the week a valid claim is filed."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Utah?", "answer": {"state": "UT", "method_of_calculating_and_formula": "HQ 1/26 HQW minus $5", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 661, "minimum_wages_required_for_maximum_wba_high_quarter": 17316, "minimum_wages_required_for_maximum_wba_base_period": 25974}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Vermont?", "answer": {"state": "VT", "method_of_calculating_and_formula": "MQ Wages in the 2 highest quarters divided by 45", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 75, "weekly_benefit_amount_maximum": 583, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,235 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Virginia?", "answer": {"state": "VA", "method_of_calculating_and_formula": "MQ 1/50 of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 378, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$18,900 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in US Virgin Islands?", "answer": {"state": "VI", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 33, "weekly_benefit_amount_maximum": 642, "minimum_wages_required_for_maximum_wba_high_quarter": 16692, "minimum_wages_required_for_maximum_wba_base_period": 25038}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Washington?", "answer": {"state": "WA", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 295, "weekly_benefit_amount_maximum": 929, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "48,260 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in West Virginia?", "answer": {"state": "WV", "method_of_calculating_and_formula": "AW 55% of 1/52 of median wages in individual's wage class (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 24, "weekly_benefit_amount_maximum": 424, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 40150}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Wisconsin?", "answer": {"state": "WI", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 54, "weekly_benefit_amount_maximum": 370, "minimum_wages_required_for_maximum_wba_high_quarter": 9250, "minimum_wages_required_for_maximum_wba_base_period": 12950}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Wyoming?", "answer": {"state": "WY", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 18655}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Alabama?", "answer": {"state": "AL", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 2 high-quarters", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$45", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$14,274 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Alaska?", "answer": {"state": "AK", "method_of_calculating_and_formula": "AW\n0.9% - 2.2% BP wages + DA", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$56 - $80", "weekly_benefit_amount_maximum": "$370 - $394", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$42,000"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Arizona?", "answer": {"state": "AZ", "method_of_calculating_and_formula": "HQ\n1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$200", "weekly_benefit_amount_maximum": "$240", "minimum_wages_required_for_maximum_wba_high_quarter": "$5,988", "minimum_wages_required_for_maximum_wba_base_period": "$8,982"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Arkansas?", "answer": {"state": "AR", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 4 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$81", "weekly_benefit_amount_maximum": "$451", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$46,904"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in California?", "answer": {"state": "CA", "method_of_calculating_and_formula": "HQ\n1/23-1/26 HQW (if HQW <$1,833, see table in law; otherwise, 1/26 HQW)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$40", "weekly_benefit_amount_maximum": "$450", "minimum_wages_required_for_maximum_wba_high_quarter": ">$11,674", "minimum_wages_required_for_maximum_wba_base_period": "$11,700"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Colorado?", "answer": {"state": "CO", "method_of_calculating_and_formula": "HQ/WW\nHigher of:\n(1) 60% of 1/26 of 2 highest consecutive quarters, capped by 50% of average weekly earnings (low formula); or\n(2) 50% of 1/52 BP earnings, capped by 55% of average weekly earnings (high formula)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$25", "weekly_benefit_amount_maximum": "$636 (low formula)\n$700 (high formula)", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,744 (low formula)\nN/A (high formula)", "minimum_wages_required_for_maximum_wba_base_period": "$27,560 in 2 quarters (low formula)\n$72,800 (high formula)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Connecticut?", "answer": {"state": "CT", "method_of_calculating_and_formula": "MQ/HQ\n1/26 of the average of the 2 HQs + DA; for construction workers, 1/26 of HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$15 - $30", "weekly_benefit_amount_maximum": "$685 - $760", "minimum_wages_required_for_maximum_wba_high_quarter": "$17,810 in each of 2 quarters", "minimum_wages_required_for_maximum_wba_base_period": "$35,620 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Delaware?", "answer": {"state": "DE", "method_of_calculating_and_formula": "MQ\n1/46 of wages earned in highest 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$20", "weekly_benefit_amount_maximum": "$400", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$18,400 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in District of Columbia?", "answer": {"state": "DC", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$50", "weekly_benefit_amount_maximum": "$444", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,544", "minimum_wages_required_for_maximum_wba_base_period": "$17,316"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Florida?", "answer": {"state": "FL", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$32", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "$7,150", "minimum_wages_required_for_maximum_wba_base_period": "$10,725"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Nebraska?", "answer": {"state": "NE", "method_of_calculating_and_formula": "WW 1/2 of AWW, may not exceed 1/2 of state AWW", "rounding_to": "Lower even $", "weekly_benefit_amount_minimum": 70, "weekly_benefit_amount_maximum": 490, "minimum_wages_required_for_maximum_wba_high_quarter": 12740, "minimum_wages_required_for_maximum_wba_base_period": 13540}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Nevada?", "answer": {"state": "NV", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 19988}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in New Hampshire?", "answer": {"state": "NH", "method_of_calculating_and_formula": "AW 1.0% - 1.1% of BPW (see table in law)", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 32, "weekly_benefit_amount_maximum": 427, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 41500}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in New Jersey?", "answer": {"state": "NJ", "method_of_calculating_and_formula": "WW 60% (base weeks' wages/number of base weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "144 - 165", "weekly_benefit_amount_maximum": "804 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,800 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in New Mexico?", "answer": {"state": "NM", "method_of_calculating_and_formula": "WW 53\u00bd% of AWW in HQ + DA; wages in 2 quarters of BP", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "96 - 144", "weekly_benefit_amount_maximum": "514 - 565", "minimum_wages_required_for_maximum_wba_high_quarter": 12490, "minimum_wages_required_for_maximum_wba_base_period": 12491}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in New York?", "answer": {"state": "NY", "method_of_calculating_and_formula": "HQ/MQ Wages in 4 quarters - 1/26 HQW or 1/25 if HQW \u2264$3,575 Wages in 2 or 3 quarters - 1/26 average of the highest 2 quarters, unless the HQW is \u2264$4,000 but >$3,575 then 1/26 HQW, and if HQW is \u2264$3,575 then 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 116, "weekly_benefit_amount_maximum": 504, "minimum_wages_required_for_maximum_wba_high_quarter": 13104, "minimum_wages_required_for_maximum_wba_base_period": 19656}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in North Carolina?", "answer": {"state": "NC", "method_of_calculating_and_formula": "MQ 1/52 of last 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 15, "weekly_benefit_amount_maximum": 350, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "18,200 in last 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in North Dakota?", "answer": {"state": "ND", "method_of_calculating_and_formula": "MQ 1/65 of (total wages earned in highest 2 quarters and 1/2 of total wages in third highest quarter)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 43, "weekly_benefit_amount_maximum": 657, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "42,705 In 2.5 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Ohio?", "answer": {"state": "OH", "method_of_calculating_and_formula": "WW 50% (wages in qualified weeks in BP divided by number of such weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 149, "weekly_benefit_amount_maximum": "530 - 715", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "21,200 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Oklahoma?", "answer": {"state": "OK", "method_of_calculating_and_formula": "HQ 1/23 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 476, "minimum_wages_required_for_maximum_wba_high_quarter": 10948, "minimum_wages_required_for_maximum_wba_base_period": 16422}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Oregon?", "answer": {"state": "OR", "method_of_calculating_and_formula": "AW 1.25% BP wages", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 171, "weekly_benefit_amount_maximum": 733, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 58640}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Pennsylvania?", "answer": {"state": "PA", "method_of_calculating_and_formula": "HQ (4% HQW + 2) x 0.98 + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "68 - 76", "weekly_benefit_amount_maximum": "594 - 602", "minimum_wages_required_for_maximum_wba_high_quarter": 15088, "minimum_wages_required_for_maximum_wba_base_period": 23949}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Puerto Rico?", "answer": {"state": "PR", "method_of_calculating_and_formula": "HQ 1/11 - 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 240, "minimum_wages_required_for_maximum_wba_high_quarter": 6240, "minimum_wages_required_for_maximum_wba_base_period": 9600}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Rhode Island?", "answer": {"state": "RI", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 highest quarter wages + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "62 - 112", "weekly_benefit_amount_maximum": "661 - 826", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "34,338 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in South Carolina?", "answer": {"state": "SC", "method_of_calculating_and_formula": "WW 50% AWW in HQ", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 42, "weekly_benefit_amount_maximum": 326, "minimum_wages_required_for_maximum_wba_high_quarter": 8476, "minimum_wages_required_for_maximum_wba_base_period": 12714}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in South Dakota?", "answer": {"state": "SD", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 28, "weekly_benefit_amount_maximum": 466, "minimum_wages_required_for_maximum_wba_high_quarter": 12116, "minimum_wages_required_for_maximum_wba_base_period": 21436}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Tennessee?", "answer": {"state": "TN", "method_of_calculating_and_formula": "MQ 1/26 of average of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 30, "weekly_benefit_amount_maximum": 275, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$14,300 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Texas?", "answer": {"state": "TX", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 71, "weekly_benefit_amount_maximum": 549, "minimum_wages_required_for_maximum_wba_high_quarter": 13713, "minimum_wages_required_for_maximum_wba_base_period": 20295}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Georgia?", "answer": {"state": "GA", "method_of_calculating_and_formula": "MQ 1/42 wages in 2 HQs; computed as 1/21 of HQW when alternative qualifying wages are used (Note: If individual would qualify for $27 - $55, the claimant's WBA is $55.)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55", "weekly_benefit_amount_maximum": "$365", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$15,330 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Hawaii?", "answer": {"state": "HI", "method_of_calculating_and_formula": "HQ 1/21 HQW", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$5", "weekly_benefit_amount_maximum": "$695", "minimum_wages_required_for_maximum_wba_high_quarter": "$14,595", "minimum_wages_required_for_maximum_wba_base_period": "$18,070"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Idaho?", "answer": {"state": "ID", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$72", "weekly_benefit_amount_maximum": "$499", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,974", "minimum_wages_required_for_maximum_wba_base_period": "$16,218"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Illinois?", "answer": {"state": "IL", "method_of_calculating_and_formula": "MQ 47% of the claimant's wages in highest 2 quarters divided by 26 + DA", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$51 - $77", "weekly_benefit_amount_maximum": "$542 - $745", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$29,939 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Indiana?", "answer": {"state": "IN", "method_of_calculating_and_formula": "WW 47% of AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$37", "weekly_benefit_amount_maximum": "$390", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$43,149"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Iowa?", "answer": {"state": "IA", "method_of_calculating_and_formula": "HQ 1/19 HQW (4 or more dependents) - 1/23 HQW (no dependents)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$79 - $95", "weekly_benefit_amount_maximum": "$531 - $651", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,213", "minimum_wages_required_for_maximum_wba_base_period": "$15,267"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Kansas?", "answer": {"state": "KS", "method_of_calculating_and_formula": "HQ 4.25% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$135", "weekly_benefit_amount_maximum": "$540", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,706", "minimum_wages_required_for_maximum_wba_base_period": "$16,200"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Kentucky?", "answer": {"state": "KY", "method_of_calculating_and_formula": "AW 1.1923% BPW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$39", "weekly_benefit_amount_maximum": "$569", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$47,681"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Louisiana?", "answer": {"state": "LA", "method_of_calculating_and_formula": "MQ 1/25 of the average wages in 4 quarters of BP x 1.05 x a multiple ranging from 1.03 to 1.32", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$10", "weekly_benefit_amount_maximum": "$275 to $284", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$27,500 to $28,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Maine?", "answer": {"state": "ME", "method_of_calculating_and_formula": "MQ 1/22 of the average of the 2 HQs + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$89 - $155", "weekly_benefit_amount_maximum": "$511 - $894", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$22,484 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Maryland?", "answer": {"state": "MD", "method_of_calculating_and_formula": "HQ 1/24 HQW + DA (see table in law)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$50 - $90", "weekly_benefit_amount_maximum": "$430 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": ">$10,296", "minimum_wages_required_for_maximum_wba_base_period": "$15,480"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Massachusetts?", "answer": {"state": "MA", "method_of_calculating_and_formula": "MQ 50% of 1/26 of total wages in 2 HQs up to 57.5% of state AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55 - $83", "weekly_benefit_amount_maximum": "$974 - $1461", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$50,648 in 2 high-quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Michigan?", "answer": {"state": "MI", "method_of_calculating_and_formula": "HQ 4.1% HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$157 - $187", "weekly_benefit_amount_maximum": "$362 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "$8,830", "minimum_wages_required_for_maximum_wba_base_period": "$13,245"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Minnesota?", "answer": {"state": "MN", "method_of_calculating_and_formula": "HQ/WW The higher of 50% of 1/52 BPW up to 66\u2154% of the state AWW, or 50% of 1/13 HQ up to 43% of the state's AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$31", "weekly_benefit_amount_maximum": "$529 (based on HQW) $820 (based on BPW)", "minimum_wages_required_for_maximum_wba_high_quarter": "$13,754 (based on HQW) N/A (based on BPW)", "minimum_wages_required_for_maximum_wba_base_period": "$13,754 (based on HQW) $85,280 (based on BPW)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Mississippi?", "answer": {"state": "MS", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$30", "weekly_benefit_amount_maximum": "$235", "minimum_wages_required_for_maximum_wba_high_quarter": "$6,110", "minimum_wages_required_for_maximum_wba_base_period": "$9,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Missouri?", "answer": {"state": "MO", "method_of_calculating_and_formula": "MQ 4.0% of the average of the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$35", "weekly_benefit_amount_maximum": "$320", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$16,000 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the method of calculating and formula used to determine the weekly benefit amount in Montana?", "answer": {"state": "MT", "method_of_calculating_and_formula": "AW/MQ 1.0% of BPW or 1.9% of wages in the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$183", "weekly_benefit_amount_maximum": "$618", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$32,527 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Utah?", "answer": {"state": "UT", "method_of_calculating_and_formula": "HQ 1/26 HQW minus $5", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 661, "minimum_wages_required_for_maximum_wba_high_quarter": 17316, "minimum_wages_required_for_maximum_wba_base_period": 25974}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Vermont?", "answer": {"state": "VT", "method_of_calculating_and_formula": "MQ Wages in the 2 highest quarters divided by 45", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 75, "weekly_benefit_amount_maximum": 583, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,235 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Virginia?", "answer": {"state": "VA", "method_of_calculating_and_formula": "MQ 1/50 of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 378, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$18,900 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in US Virgin Islands?", "answer": {"state": "VI", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 33, "weekly_benefit_amount_maximum": 642, "minimum_wages_required_for_maximum_wba_high_quarter": 16692, "minimum_wages_required_for_maximum_wba_base_period": 25038}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Washington?", "answer": {"state": "WA", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 295, "weekly_benefit_amount_maximum": 929, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "48,260 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in West Virginia?", "answer": {"state": "WV", "method_of_calculating_and_formula": "AW 55% of 1/52 of median wages in individual's wage class (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 24, "weekly_benefit_amount_maximum": 424, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 40150}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Wisconsin?", "answer": {"state": "WI", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 54, "weekly_benefit_amount_maximum": 370, "minimum_wages_required_for_maximum_wba_high_quarter": 9250, "minimum_wages_required_for_maximum_wba_base_period": 12950}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Wyoming?", "answer": {"state": "WY", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 18655}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Alabama?", "answer": {"state": "AL", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 2 high-quarters", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$45", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$14,274 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Alaska?", "answer": {"state": "AK", "method_of_calculating_and_formula": "AW\n0.9% - 2.2% BP wages + DA", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$56 - $80", "weekly_benefit_amount_maximum": "$370 - $394", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$42,000"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Arizona?", "answer": {"state": "AZ", "method_of_calculating_and_formula": "HQ\n1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$200", "weekly_benefit_amount_maximum": "$240", "minimum_wages_required_for_maximum_wba_high_quarter": "$5,988", "minimum_wages_required_for_maximum_wba_base_period": "$8,982"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Arkansas?", "answer": {"state": "AR", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 4 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$81", "weekly_benefit_amount_maximum": "$451", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$46,904"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in California?", "answer": {"state": "CA", "method_of_calculating_and_formula": "HQ\n1/23-1/26 HQW (if HQW <$1,833, see table in law; otherwise, 1/26 HQW)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$40", "weekly_benefit_amount_maximum": "$450", "minimum_wages_required_for_maximum_wba_high_quarter": ">$11,674", "minimum_wages_required_for_maximum_wba_base_period": "$11,700"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Colorado?", "answer": {"state": "CO", "method_of_calculating_and_formula": "HQ/WW\nHigher of:\n(1) 60% of 1/26 of 2 highest consecutive quarters, capped by 50% of average weekly earnings (low formula); or\n(2) 50% of 1/52 BP earnings, capped by 55% of average weekly earnings (high formula)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$25", "weekly_benefit_amount_maximum": "$636 (low formula)\n$700 (high formula)", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,744 (low formula)\nN/A (high formula)", "minimum_wages_required_for_maximum_wba_base_period": "$27,560 in 2 quarters (low formula)\n$72,800 (high formula)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Connecticut?", "answer": {"state": "CT", "method_of_calculating_and_formula": "MQ/HQ\n1/26 of the average of the 2 HQs + DA; for construction workers, 1/26 of HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$15 - $30", "weekly_benefit_amount_maximum": "$685 - $760", "minimum_wages_required_for_maximum_wba_high_quarter": "$17,810 in each of 2 quarters", "minimum_wages_required_for_maximum_wba_base_period": "$35,620 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Delaware?", "answer": {"state": "DE", "method_of_calculating_and_formula": "MQ\n1/46 of wages earned in highest 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$20", "weekly_benefit_amount_maximum": "$400", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$18,400 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in District of Columbia?", "answer": {"state": "DC", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$50", "weekly_benefit_amount_maximum": "$444", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,544", "minimum_wages_required_for_maximum_wba_base_period": "$17,316"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Florida?", "answer": {"state": "FL", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$32", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "$7,150", "minimum_wages_required_for_maximum_wba_base_period": "$10,725"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Nebraska?", "answer": {"state": "NE", "method_of_calculating_and_formula": "WW 1/2 of AWW, may not exceed 1/2 of state AWW", "rounding_to": "Lower even $", "weekly_benefit_amount_minimum": 70, "weekly_benefit_amount_maximum": 490, "minimum_wages_required_for_maximum_wba_high_quarter": 12740, "minimum_wages_required_for_maximum_wba_base_period": 13540}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Nevada?", "answer": {"state": "NV", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 19988}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in New Hampshire?", "answer": {"state": "NH", "method_of_calculating_and_formula": "AW 1.0% - 1.1% of BPW (see table in law)", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 32, "weekly_benefit_amount_maximum": 427, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 41500}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in New Jersey?", "answer": {"state": "NJ", "method_of_calculating_and_formula": "WW 60% (base weeks' wages/number of base weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "144 - 165", "weekly_benefit_amount_maximum": "804 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,800 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in New Mexico?", "answer": {"state": "NM", "method_of_calculating_and_formula": "WW 53\u00bd% of AWW in HQ + DA; wages in 2 quarters of BP", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "96 - 144", "weekly_benefit_amount_maximum": "514 - 565", "minimum_wages_required_for_maximum_wba_high_quarter": 12490, "minimum_wages_required_for_maximum_wba_base_period": 12491}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in New York?", "answer": {"state": "NY", "method_of_calculating_and_formula": "HQ/MQ Wages in 4 quarters - 1/26 HQW or 1/25 if HQW \u2264$3,575 Wages in 2 or 3 quarters - 1/26 average of the highest 2 quarters, unless the HQW is \u2264$4,000 but >$3,575 then 1/26 HQW, and if HQW is \u2264$3,575 then 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 116, "weekly_benefit_amount_maximum": 504, "minimum_wages_required_for_maximum_wba_high_quarter": 13104, "minimum_wages_required_for_maximum_wba_base_period": 19656}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in North Carolina?", "answer": {"state": "NC", "method_of_calculating_and_formula": "MQ 1/52 of last 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 15, "weekly_benefit_amount_maximum": 350, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "18,200 in last 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in North Dakota?", "answer": {"state": "ND", "method_of_calculating_and_formula": "MQ 1/65 of (total wages earned in highest 2 quarters and 1/2 of total wages in third highest quarter)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 43, "weekly_benefit_amount_maximum": 657, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "42,705 In 2.5 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Ohio?", "answer": {"state": "OH", "method_of_calculating_and_formula": "WW 50% (wages in qualified weeks in BP divided by number of such weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 149, "weekly_benefit_amount_maximum": "530 - 715", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "21,200 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Oklahoma?", "answer": {"state": "OK", "method_of_calculating_and_formula": "HQ 1/23 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 476, "minimum_wages_required_for_maximum_wba_high_quarter": 10948, "minimum_wages_required_for_maximum_wba_base_period": 16422}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Oregon?", "answer": {"state": "OR", "method_of_calculating_and_formula": "AW 1.25% BP wages", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 171, "weekly_benefit_amount_maximum": 733, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 58640}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Pennsylvania?", "answer": {"state": "PA", "method_of_calculating_and_formula": "HQ (4% HQW + 2) x 0.98 + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "68 - 76", "weekly_benefit_amount_maximum": "594 - 602", "minimum_wages_required_for_maximum_wba_high_quarter": 15088, "minimum_wages_required_for_maximum_wba_base_period": 23949}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Puerto Rico?", "answer": {"state": "PR", "method_of_calculating_and_formula": "HQ 1/11 - 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 240, "minimum_wages_required_for_maximum_wba_high_quarter": 6240, "minimum_wages_required_for_maximum_wba_base_period": 9600}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Rhode Island?", "answer": {"state": "RI", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 highest quarter wages + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "62 - 112", "weekly_benefit_amount_maximum": "661 - 826", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "34,338 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in South Carolina?", "answer": {"state": "SC", "method_of_calculating_and_formula": "WW 50% AWW in HQ", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 42, "weekly_benefit_amount_maximum": 326, "minimum_wages_required_for_maximum_wba_high_quarter": 8476, "minimum_wages_required_for_maximum_wba_base_period": 12714}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in South Dakota?", "answer": {"state": "SD", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 28, "weekly_benefit_amount_maximum": 466, "minimum_wages_required_for_maximum_wba_high_quarter": 12116, "minimum_wages_required_for_maximum_wba_base_period": 21436}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Tennessee?", "answer": {"state": "TN", "method_of_calculating_and_formula": "MQ 1/26 of average of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 30, "weekly_benefit_amount_maximum": 275, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$14,300 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Texas?", "answer": {"state": "TX", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 71, "weekly_benefit_amount_maximum": 549, "minimum_wages_required_for_maximum_wba_high_quarter": 13713, "minimum_wages_required_for_maximum_wba_base_period": 20295}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Georgia?", "answer": {"state": "GA", "method_of_calculating_and_formula": "MQ 1/42 wages in 2 HQs; computed as 1/21 of HQW when alternative qualifying wages are used (Note: If individual would qualify for $27 - $55, the claimant's WBA is $55.)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55", "weekly_benefit_amount_maximum": "$365", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$15,330 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Hawaii?", "answer": {"state": "HI", "method_of_calculating_and_formula": "HQ 1/21 HQW", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$5", "weekly_benefit_amount_maximum": "$695", "minimum_wages_required_for_maximum_wba_high_quarter": "$14,595", "minimum_wages_required_for_maximum_wba_base_period": "$18,070"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Idaho?", "answer": {"state": "ID", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$72", "weekly_benefit_amount_maximum": "$499", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,974", "minimum_wages_required_for_maximum_wba_base_period": "$16,218"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Illinois?", "answer": {"state": "IL", "method_of_calculating_and_formula": "MQ 47% of the claimant's wages in highest 2 quarters divided by 26 + DA", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$51 - $77", "weekly_benefit_amount_maximum": "$542 - $745", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$29,939 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Indiana?", "answer": {"state": "IN", "method_of_calculating_and_formula": "WW 47% of AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$37", "weekly_benefit_amount_maximum": "$390", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$43,149"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Iowa?", "answer": {"state": "IA", "method_of_calculating_and_formula": "HQ 1/19 HQW (4 or more dependents) - 1/23 HQW (no dependents)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$79 - $95", "weekly_benefit_amount_maximum": "$531 - $651", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,213", "minimum_wages_required_for_maximum_wba_base_period": "$15,267"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Kansas?", "answer": {"state": "KS", "method_of_calculating_and_formula": "HQ 4.25% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$135", "weekly_benefit_amount_maximum": "$540", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,706", "minimum_wages_required_for_maximum_wba_base_period": "$16,200"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Kentucky?", "answer": {"state": "KY", "method_of_calculating_and_formula": "AW 1.1923% BPW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$39", "weekly_benefit_amount_maximum": "$569", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$47,681"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Louisiana?", "answer": {"state": "LA", "method_of_calculating_and_formula": "MQ 1/25 of the average wages in 4 quarters of BP x 1.05 x a multiple ranging from 1.03 to 1.32", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$10", "weekly_benefit_amount_maximum": "$275 to $284", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$27,500 to $28,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Maine?", "answer": {"state": "ME", "method_of_calculating_and_formula": "MQ 1/22 of the average of the 2 HQs + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$89 - $155", "weekly_benefit_amount_maximum": "$511 - $894", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$22,484 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Maryland?", "answer": {"state": "MD", "method_of_calculating_and_formula": "HQ 1/24 HQW + DA (see table in law)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$50 - $90", "weekly_benefit_amount_maximum": "$430 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": ">$10,296", "minimum_wages_required_for_maximum_wba_base_period": "$15,480"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Massachusetts?", "answer": {"state": "MA", "method_of_calculating_and_formula": "MQ 50% of 1/26 of total wages in 2 HQs up to 57.5% of state AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55 - $83", "weekly_benefit_amount_maximum": "$974 - $1461", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$50,648 in 2 high-quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Michigan?", "answer": {"state": "MI", "method_of_calculating_and_formula": "HQ 4.1% HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$157 - $187", "weekly_benefit_amount_maximum": "$362 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "$8,830", "minimum_wages_required_for_maximum_wba_base_period": "$13,245"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Minnesota?", "answer": {"state": "MN", "method_of_calculating_and_formula": "HQ/WW The higher of 50% of 1/52 BPW up to 66\u2154% of the state AWW, or 50% of 1/13 HQ up to 43% of the state's AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$31", "weekly_benefit_amount_maximum": "$529 (based on HQW) $820 (based on BPW)", "minimum_wages_required_for_maximum_wba_high_quarter": "$13,754 (based on HQW) N/A (based on BPW)", "minimum_wages_required_for_maximum_wba_base_period": "$13,754 (based on HQW) $85,280 (based on BPW)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Mississippi?", "answer": {"state": "MS", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$30", "weekly_benefit_amount_maximum": "$235", "minimum_wages_required_for_maximum_wba_high_quarter": "$6,110", "minimum_wages_required_for_maximum_wba_base_period": "$9,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Missouri?", "answer": {"state": "MO", "method_of_calculating_and_formula": "MQ 4.0% of the average of the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$35", "weekly_benefit_amount_maximum": "$320", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$16,000 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, how is the weekly benefit amount rounded in Montana?", "answer": {"state": "MT", "method_of_calculating_and_formula": "AW/MQ 1.0% of BPW or 1.9% of wages in the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$183", "weekly_benefit_amount_maximum": "$618", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$32,527 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Utah?", "answer": {"state": "UT", "method_of_calculating_and_formula": "HQ 1/26 HQW minus $5", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 661, "minimum_wages_required_for_maximum_wba_high_quarter": 17316, "minimum_wages_required_for_maximum_wba_base_period": 25974}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Vermont?", "answer": {"state": "VT", "method_of_calculating_and_formula": "MQ Wages in the 2 highest quarters divided by 45", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 75, "weekly_benefit_amount_maximum": 583, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,235 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Virginia?", "answer": {"state": "VA", "method_of_calculating_and_formula": "MQ 1/50 of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 378, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$18,900 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in US Virgin Islands?", "answer": {"state": "VI", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 33, "weekly_benefit_amount_maximum": 642, "minimum_wages_required_for_maximum_wba_high_quarter": 16692, "minimum_wages_required_for_maximum_wba_base_period": 25038}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Washington?", "answer": {"state": "WA", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 295, "weekly_benefit_amount_maximum": 929, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "48,260 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in West Virginia?", "answer": {"state": "WV", "method_of_calculating_and_formula": "AW 55% of 1/52 of median wages in individual's wage class (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 24, "weekly_benefit_amount_maximum": 424, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 40150}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Wisconsin?", "answer": {"state": "WI", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 54, "weekly_benefit_amount_maximum": 370, "minimum_wages_required_for_maximum_wba_high_quarter": 9250, "minimum_wages_required_for_maximum_wba_base_period": 12950}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Wyoming?", "answer": {"state": "WY", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 18655}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Alabama?", "answer": {"state": "AL", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 2 high-quarters", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$45", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$14,274 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Alaska?", "answer": {"state": "AK", "method_of_calculating_and_formula": "AW\n0.9% - 2.2% BP wages + DA", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$56 - $80", "weekly_benefit_amount_maximum": "$370 - $394", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$42,000"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Arizona?", "answer": {"state": "AZ", "method_of_calculating_and_formula": "HQ\n1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$200", "weekly_benefit_amount_maximum": "$240", "minimum_wages_required_for_maximum_wba_high_quarter": "$5,988", "minimum_wages_required_for_maximum_wba_base_period": "$8,982"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Arkansas?", "answer": {"state": "AR", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 4 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$81", "weekly_benefit_amount_maximum": "$451", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$46,904"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in California?", "answer": {"state": "CA", "method_of_calculating_and_formula": "HQ\n1/23-1/26 HQW (if HQW <$1,833, see table in law; otherwise, 1/26 HQW)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$40", "weekly_benefit_amount_maximum": "$450", "minimum_wages_required_for_maximum_wba_high_quarter": ">$11,674", "minimum_wages_required_for_maximum_wba_base_period": "$11,700"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Colorado?", "answer": {"state": "CO", "method_of_calculating_and_formula": "HQ/WW\nHigher of:\n(1) 60% of 1/26 of 2 highest consecutive quarters, capped by 50% of average weekly earnings (low formula); or\n(2) 50% of 1/52 BP earnings, capped by 55% of average weekly earnings (high formula)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$25", "weekly_benefit_amount_maximum": "$636 (low formula)\n$700 (high formula)", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,744 (low formula)\nN/A (high formula)", "minimum_wages_required_for_maximum_wba_base_period": "$27,560 in 2 quarters (low formula)\n$72,800 (high formula)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Connecticut?", "answer": {"state": "CT", "method_of_calculating_and_formula": "MQ/HQ\n1/26 of the average of the 2 HQs + DA; for construction workers, 1/26 of HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$15 - $30", "weekly_benefit_amount_maximum": "$685 - $760", "minimum_wages_required_for_maximum_wba_high_quarter": "$17,810 in each of 2 quarters", "minimum_wages_required_for_maximum_wba_base_period": "$35,620 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Delaware?", "answer": {"state": "DE", "method_of_calculating_and_formula": "MQ\n1/46 of wages earned in highest 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$20", "weekly_benefit_amount_maximum": "$400", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$18,400 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in District of Columbia?", "answer": {"state": "DC", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$50", "weekly_benefit_amount_maximum": "$444", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,544", "minimum_wages_required_for_maximum_wba_base_period": "$17,316"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Florida?", "answer": {"state": "FL", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$32", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "$7,150", "minimum_wages_required_for_maximum_wba_base_period": "$10,725"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Nebraska?", "answer": {"state": "NE", "method_of_calculating_and_formula": "WW 1/2 of AWW, may not exceed 1/2 of state AWW", "rounding_to": "Lower even $", "weekly_benefit_amount_minimum": 70, "weekly_benefit_amount_maximum": 490, "minimum_wages_required_for_maximum_wba_high_quarter": 12740, "minimum_wages_required_for_maximum_wba_base_period": 13540}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Nevada?", "answer": {"state": "NV", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 19988}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in New Hampshire?", "answer": {"state": "NH", "method_of_calculating_and_formula": "AW 1.0% - 1.1% of BPW (see table in law)", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 32, "weekly_benefit_amount_maximum": 427, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 41500}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in New Jersey?", "answer": {"state": "NJ", "method_of_calculating_and_formula": "WW 60% (base weeks' wages/number of base weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "144 - 165", "weekly_benefit_amount_maximum": "804 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,800 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in New Mexico?", "answer": {"state": "NM", "method_of_calculating_and_formula": "WW 53\u00bd% of AWW in HQ + DA; wages in 2 quarters of BP", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "96 - 144", "weekly_benefit_amount_maximum": "514 - 565", "minimum_wages_required_for_maximum_wba_high_quarter": 12490, "minimum_wages_required_for_maximum_wba_base_period": 12491}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in New York?", "answer": {"state": "NY", "method_of_calculating_and_formula": "HQ/MQ Wages in 4 quarters - 1/26 HQW or 1/25 if HQW \u2264$3,575 Wages in 2 or 3 quarters - 1/26 average of the highest 2 quarters, unless the HQW is \u2264$4,000 but >$3,575 then 1/26 HQW, and if HQW is \u2264$3,575 then 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 116, "weekly_benefit_amount_maximum": 504, "minimum_wages_required_for_maximum_wba_high_quarter": 13104, "minimum_wages_required_for_maximum_wba_base_period": 19656}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in North Carolina?", "answer": {"state": "NC", "method_of_calculating_and_formula": "MQ 1/52 of last 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 15, "weekly_benefit_amount_maximum": 350, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "18,200 in last 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in North Dakota?", "answer": {"state": "ND", "method_of_calculating_and_formula": "MQ 1/65 of (total wages earned in highest 2 quarters and 1/2 of total wages in third highest quarter)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 43, "weekly_benefit_amount_maximum": 657, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "42,705 In 2.5 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Ohio?", "answer": {"state": "OH", "method_of_calculating_and_formula": "WW 50% (wages in qualified weeks in BP divided by number of such weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 149, "weekly_benefit_amount_maximum": "530 - 715", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "21,200 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Oklahoma?", "answer": {"state": "OK", "method_of_calculating_and_formula": "HQ 1/23 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 476, "minimum_wages_required_for_maximum_wba_high_quarter": 10948, "minimum_wages_required_for_maximum_wba_base_period": 16422}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Oregon?", "answer": {"state": "OR", "method_of_calculating_and_formula": "AW 1.25% BP wages", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 171, "weekly_benefit_amount_maximum": 733, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 58640}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Pennsylvania?", "answer": {"state": "PA", "method_of_calculating_and_formula": "HQ (4% HQW + 2) x 0.98 + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "68 - 76", "weekly_benefit_amount_maximum": "594 - 602", "minimum_wages_required_for_maximum_wba_high_quarter": 15088, "minimum_wages_required_for_maximum_wba_base_period": 23949}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Puerto Rico?", "answer": {"state": "PR", "method_of_calculating_and_formula": "HQ 1/11 - 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 240, "minimum_wages_required_for_maximum_wba_high_quarter": 6240, "minimum_wages_required_for_maximum_wba_base_period": 9600}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Rhode Island?", "answer": {"state": "RI", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 highest quarter wages + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "62 - 112", "weekly_benefit_amount_maximum": "661 - 826", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "34,338 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in South Carolina?", "answer": {"state": "SC", "method_of_calculating_and_formula": "WW 50% AWW in HQ", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 42, "weekly_benefit_amount_maximum": 326, "minimum_wages_required_for_maximum_wba_high_quarter": 8476, "minimum_wages_required_for_maximum_wba_base_period": 12714}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in South Dakota?", "answer": {"state": "SD", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 28, "weekly_benefit_amount_maximum": 466, "minimum_wages_required_for_maximum_wba_high_quarter": 12116, "minimum_wages_required_for_maximum_wba_base_period": 21436}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Tennessee?", "answer": {"state": "TN", "method_of_calculating_and_formula": "MQ 1/26 of average of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 30, "weekly_benefit_amount_maximum": 275, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$14,300 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Texas?", "answer": {"state": "TX", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 71, "weekly_benefit_amount_maximum": 549, "minimum_wages_required_for_maximum_wba_high_quarter": 13713, "minimum_wages_required_for_maximum_wba_base_period": 20295}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Georgia?", "answer": {"state": "GA", "method_of_calculating_and_formula": "MQ 1/42 wages in 2 HQs; computed as 1/21 of HQW when alternative qualifying wages are used (Note: If individual would qualify for $27 - $55, the claimant's WBA is $55.)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55", "weekly_benefit_amount_maximum": "$365", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$15,330 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Hawaii?", "answer": {"state": "HI", "method_of_calculating_and_formula": "HQ 1/21 HQW", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$5", "weekly_benefit_amount_maximum": "$695", "minimum_wages_required_for_maximum_wba_high_quarter": "$14,595", "minimum_wages_required_for_maximum_wba_base_period": "$18,070"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Idaho?", "answer": {"state": "ID", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$72", "weekly_benefit_amount_maximum": "$499", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,974", "minimum_wages_required_for_maximum_wba_base_period": "$16,218"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Illinois?", "answer": {"state": "IL", "method_of_calculating_and_formula": "MQ 47% of the claimant's wages in highest 2 quarters divided by 26 + DA", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$51 - $77", "weekly_benefit_amount_maximum": "$542 - $745", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$29,939 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Indiana?", "answer": {"state": "IN", "method_of_calculating_and_formula": "WW 47% of AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$37", "weekly_benefit_amount_maximum": "$390", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$43,149"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Iowa?", "answer": {"state": "IA", "method_of_calculating_and_formula": "HQ 1/19 HQW (4 or more dependents) - 1/23 HQW (no dependents)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$79 - $95", "weekly_benefit_amount_maximum": "$531 - $651", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,213", "minimum_wages_required_for_maximum_wba_base_period": "$15,267"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Kansas?", "answer": {"state": "KS", "method_of_calculating_and_formula": "HQ 4.25% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$135", "weekly_benefit_amount_maximum": "$540", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,706", "minimum_wages_required_for_maximum_wba_base_period": "$16,200"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Kentucky?", "answer": {"state": "KY", "method_of_calculating_and_formula": "AW 1.1923% BPW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$39", "weekly_benefit_amount_maximum": "$569", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$47,681"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Louisiana?", "answer": {"state": "LA", "method_of_calculating_and_formula": "MQ 1/25 of the average wages in 4 quarters of BP x 1.05 x a multiple ranging from 1.03 to 1.32", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$10", "weekly_benefit_amount_maximum": "$275 to $284", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$27,500 to $28,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Maine?", "answer": {"state": "ME", "method_of_calculating_and_formula": "MQ 1/22 of the average of the 2 HQs + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$89 - $155", "weekly_benefit_amount_maximum": "$511 - $894", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$22,484 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Maryland?", "answer": {"state": "MD", "method_of_calculating_and_formula": "HQ 1/24 HQW + DA (see table in law)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$50 - $90", "weekly_benefit_amount_maximum": "$430 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": ">$10,296", "minimum_wages_required_for_maximum_wba_base_period": "$15,480"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Massachusetts?", "answer": {"state": "MA", "method_of_calculating_and_formula": "MQ 50% of 1/26 of total wages in 2 HQs up to 57.5% of state AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55 - $83", "weekly_benefit_amount_maximum": "$974 - $1461", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$50,648 in 2 high-quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Michigan?", "answer": {"state": "MI", "method_of_calculating_and_formula": "HQ 4.1% HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$157 - $187", "weekly_benefit_amount_maximum": "$362 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "$8,830", "minimum_wages_required_for_maximum_wba_base_period": "$13,245"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Minnesota?", "answer": {"state": "MN", "method_of_calculating_and_formula": "HQ/WW The higher of 50% of 1/52 BPW up to 66\u2154% of the state AWW, or 50% of 1/13 HQ up to 43% of the state's AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$31", "weekly_benefit_amount_maximum": "$529 (based on HQW) $820 (based on BPW)", "minimum_wages_required_for_maximum_wba_high_quarter": "$13,754 (based on HQW) N/A (based on BPW)", "minimum_wages_required_for_maximum_wba_base_period": "$13,754 (based on HQW) $85,280 (based on BPW)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Mississippi?", "answer": {"state": "MS", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$30", "weekly_benefit_amount_maximum": "$235", "minimum_wages_required_for_maximum_wba_high_quarter": "$6,110", "minimum_wages_required_for_maximum_wba_base_period": "$9,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Missouri?", "answer": {"state": "MO", "method_of_calculating_and_formula": "MQ 4.0% of the average of the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$35", "weekly_benefit_amount_maximum": "$320", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$16,000 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the minimum weekly benefit amount in Montana?", "answer": {"state": "MT", "method_of_calculating_and_formula": "AW/MQ 1.0% of BPW or 1.9% of wages in the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$183", "weekly_benefit_amount_maximum": "$618", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$32,527 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Utah?", "answer": {"state": "UT", "method_of_calculating_and_formula": "HQ 1/26 HQW minus $5", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 661, "minimum_wages_required_for_maximum_wba_high_quarter": 17316, "minimum_wages_required_for_maximum_wba_base_period": 25974}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Vermont?", "answer": {"state": "VT", "method_of_calculating_and_formula": "MQ Wages in the 2 highest quarters divided by 45", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 75, "weekly_benefit_amount_maximum": 583, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,235 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Virginia?", "answer": {"state": "VA", "method_of_calculating_and_formula": "MQ 1/50 of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 378, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$18,900 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in US Virgin Islands?", "answer": {"state": "VI", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 33, "weekly_benefit_amount_maximum": 642, "minimum_wages_required_for_maximum_wba_high_quarter": 16692, "minimum_wages_required_for_maximum_wba_base_period": 25038}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Washington?", "answer": {"state": "WA", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 295, "weekly_benefit_amount_maximum": 929, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "48,260 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in West Virginia?", "answer": {"state": "WV", "method_of_calculating_and_formula": "AW 55% of 1/52 of median wages in individual's wage class (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 24, "weekly_benefit_amount_maximum": 424, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 40150}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Wisconsin?", "answer": {"state": "WI", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 54, "weekly_benefit_amount_maximum": 370, "minimum_wages_required_for_maximum_wba_high_quarter": 9250, "minimum_wages_required_for_maximum_wba_base_period": 12950}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Wyoming?", "answer": {"state": "WY", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 18655}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Alabama?", "answer": {"state": "AL", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 2 high-quarters", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$45", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$14,274 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Alaska?", "answer": {"state": "AK", "method_of_calculating_and_formula": "AW\n0.9% - 2.2% BP wages + DA", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$56 - $80", "weekly_benefit_amount_maximum": "$370 - $394", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$42,000"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Arizona?", "answer": {"state": "AZ", "method_of_calculating_and_formula": "HQ\n1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$200", "weekly_benefit_amount_maximum": "$240", "minimum_wages_required_for_maximum_wba_high_quarter": "$5,988", "minimum_wages_required_for_maximum_wba_base_period": "$8,982"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Arkansas?", "answer": {"state": "AR", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 4 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$81", "weekly_benefit_amount_maximum": "$451", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$46,904"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in California?", "answer": {"state": "CA", "method_of_calculating_and_formula": "HQ\n1/23-1/26 HQW (if HQW <$1,833, see table in law; otherwise, 1/26 HQW)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$40", "weekly_benefit_amount_maximum": "$450", "minimum_wages_required_for_maximum_wba_high_quarter": ">$11,674", "minimum_wages_required_for_maximum_wba_base_period": "$11,700"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Colorado?", "answer": {"state": "CO", "method_of_calculating_and_formula": "HQ/WW\nHigher of:\n(1) 60% of 1/26 of 2 highest consecutive quarters, capped by 50% of average weekly earnings (low formula); or\n(2) 50% of 1/52 BP earnings, capped by 55% of average weekly earnings (high formula)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$25", "weekly_benefit_amount_maximum": "$636 (low formula)\n$700 (high formula)", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,744 (low formula)\nN/A (high formula)", "minimum_wages_required_for_maximum_wba_base_period": "$27,560 in 2 quarters (low formula)\n$72,800 (high formula)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Connecticut?", "answer": {"state": "CT", "method_of_calculating_and_formula": "MQ/HQ\n1/26 of the average of the 2 HQs + DA; for construction workers, 1/26 of HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$15 - $30", "weekly_benefit_amount_maximum": "$685 - $760", "minimum_wages_required_for_maximum_wba_high_quarter": "$17,810 in each of 2 quarters", "minimum_wages_required_for_maximum_wba_base_period": "$35,620 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Delaware?", "answer": {"state": "DE", "method_of_calculating_and_formula": "MQ\n1/46 of wages earned in highest 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$20", "weekly_benefit_amount_maximum": "$400", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$18,400 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in District of Columbia?", "answer": {"state": "DC", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$50", "weekly_benefit_amount_maximum": "$444", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,544", "minimum_wages_required_for_maximum_wba_base_period": "$17,316"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Florida?", "answer": {"state": "FL", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$32", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "$7,150", "minimum_wages_required_for_maximum_wba_base_period": "$10,725"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Nebraska?", "answer": {"state": "NE", "method_of_calculating_and_formula": "WW 1/2 of AWW, may not exceed 1/2 of state AWW", "rounding_to": "Lower even $", "weekly_benefit_amount_minimum": 70, "weekly_benefit_amount_maximum": 490, "minimum_wages_required_for_maximum_wba_high_quarter": 12740, "minimum_wages_required_for_maximum_wba_base_period": 13540}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Nevada?", "answer": {"state": "NV", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 19988}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in New Hampshire?", "answer": {"state": "NH", "method_of_calculating_and_formula": "AW 1.0% - 1.1% of BPW (see table in law)", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 32, "weekly_benefit_amount_maximum": 427, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 41500}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in New Jersey?", "answer": {"state": "NJ", "method_of_calculating_and_formula": "WW 60% (base weeks' wages/number of base weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "144 - 165", "weekly_benefit_amount_maximum": "804 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,800 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in New Mexico?", "answer": {"state": "NM", "method_of_calculating_and_formula": "WW 53\u00bd% of AWW in HQ + DA; wages in 2 quarters of BP", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "96 - 144", "weekly_benefit_amount_maximum": "514 - 565", "minimum_wages_required_for_maximum_wba_high_quarter": 12490, "minimum_wages_required_for_maximum_wba_base_period": 12491}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in New York?", "answer": {"state": "NY", "method_of_calculating_and_formula": "HQ/MQ Wages in 4 quarters - 1/26 HQW or 1/25 if HQW \u2264$3,575 Wages in 2 or 3 quarters - 1/26 average of the highest 2 quarters, unless the HQW is \u2264$4,000 but >$3,575 then 1/26 HQW, and if HQW is \u2264$3,575 then 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 116, "weekly_benefit_amount_maximum": 504, "minimum_wages_required_for_maximum_wba_high_quarter": 13104, "minimum_wages_required_for_maximum_wba_base_period": 19656}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in North Carolina?", "answer": {"state": "NC", "method_of_calculating_and_formula": "MQ 1/52 of last 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 15, "weekly_benefit_amount_maximum": 350, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "18,200 in last 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in North Dakota?", "answer": {"state": "ND", "method_of_calculating_and_formula": "MQ 1/65 of (total wages earned in highest 2 quarters and 1/2 of total wages in third highest quarter)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 43, "weekly_benefit_amount_maximum": 657, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "42,705 In 2.5 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Ohio?", "answer": {"state": "OH", "method_of_calculating_and_formula": "WW 50% (wages in qualified weeks in BP divided by number of such weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 149, "weekly_benefit_amount_maximum": "530 - 715", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "21,200 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Oklahoma?", "answer": {"state": "OK", "method_of_calculating_and_formula": "HQ 1/23 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 476, "minimum_wages_required_for_maximum_wba_high_quarter": 10948, "minimum_wages_required_for_maximum_wba_base_period": 16422}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Oregon?", "answer": {"state": "OR", "method_of_calculating_and_formula": "AW 1.25% BP wages", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 171, "weekly_benefit_amount_maximum": 733, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 58640}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Pennsylvania?", "answer": {"state": "PA", "method_of_calculating_and_formula": "HQ (4% HQW + 2) x 0.98 + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "68 - 76", "weekly_benefit_amount_maximum": "594 - 602", "minimum_wages_required_for_maximum_wba_high_quarter": 15088, "minimum_wages_required_for_maximum_wba_base_period": 23949}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Puerto Rico?", "answer": {"state": "PR", "method_of_calculating_and_formula": "HQ 1/11 - 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 240, "minimum_wages_required_for_maximum_wba_high_quarter": 6240, "minimum_wages_required_for_maximum_wba_base_period": 9600}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Rhode Island?", "answer": {"state": "RI", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 highest quarter wages + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "62 - 112", "weekly_benefit_amount_maximum": "661 - 826", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "34,338 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in South Carolina?", "answer": {"state": "SC", "method_of_calculating_and_formula": "WW 50% AWW in HQ", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 42, "weekly_benefit_amount_maximum": 326, "minimum_wages_required_for_maximum_wba_high_quarter": 8476, "minimum_wages_required_for_maximum_wba_base_period": 12714}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in South Dakota?", "answer": {"state": "SD", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 28, "weekly_benefit_amount_maximum": 466, "minimum_wages_required_for_maximum_wba_high_quarter": 12116, "minimum_wages_required_for_maximum_wba_base_period": 21436}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Tennessee?", "answer": {"state": "TN", "method_of_calculating_and_formula": "MQ 1/26 of average of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 30, "weekly_benefit_amount_maximum": 275, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$14,300 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Texas?", "answer": {"state": "TX", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 71, "weekly_benefit_amount_maximum": 549, "minimum_wages_required_for_maximum_wba_high_quarter": 13713, "minimum_wages_required_for_maximum_wba_base_period": 20295}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Georgia?", "answer": {"state": "GA", "method_of_calculating_and_formula": "MQ 1/42 wages in 2 HQs; computed as 1/21 of HQW when alternative qualifying wages are used (Note: If individual would qualify for $27 - $55, the claimant's WBA is $55.)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55", "weekly_benefit_amount_maximum": "$365", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$15,330 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Hawaii?", "answer": {"state": "HI", "method_of_calculating_and_formula": "HQ 1/21 HQW", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$5", "weekly_benefit_amount_maximum": "$695", "minimum_wages_required_for_maximum_wba_high_quarter": "$14,595", "minimum_wages_required_for_maximum_wba_base_period": "$18,070"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Idaho?", "answer": {"state": "ID", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$72", "weekly_benefit_amount_maximum": "$499", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,974", "minimum_wages_required_for_maximum_wba_base_period": "$16,218"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Illinois?", "answer": {"state": "IL", "method_of_calculating_and_formula": "MQ 47% of the claimant's wages in highest 2 quarters divided by 26 + DA", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$51 - $77", "weekly_benefit_amount_maximum": "$542 - $745", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$29,939 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Indiana?", "answer": {"state": "IN", "method_of_calculating_and_formula": "WW 47% of AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$37", "weekly_benefit_amount_maximum": "$390", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$43,149"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Iowa?", "answer": {"state": "IA", "method_of_calculating_and_formula": "HQ 1/19 HQW (4 or more dependents) - 1/23 HQW (no dependents)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$79 - $95", "weekly_benefit_amount_maximum": "$531 - $651", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,213", "minimum_wages_required_for_maximum_wba_base_period": "$15,267"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Kansas?", "answer": {"state": "KS", "method_of_calculating_and_formula": "HQ 4.25% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$135", "weekly_benefit_amount_maximum": "$540", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,706", "minimum_wages_required_for_maximum_wba_base_period": "$16,200"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Kentucky?", "answer": {"state": "KY", "method_of_calculating_and_formula": "AW 1.1923% BPW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$39", "weekly_benefit_amount_maximum": "$569", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$47,681"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Louisiana?", "answer": {"state": "LA", "method_of_calculating_and_formula": "MQ 1/25 of the average wages in 4 quarters of BP x 1.05 x a multiple ranging from 1.03 to 1.32", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$10", "weekly_benefit_amount_maximum": "$275 to $284", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$27,500 to $28,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Maine?", "answer": {"state": "ME", "method_of_calculating_and_formula": "MQ 1/22 of the average of the 2 HQs + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$89 - $155", "weekly_benefit_amount_maximum": "$511 - $894", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$22,484 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Maryland?", "answer": {"state": "MD", "method_of_calculating_and_formula": "HQ 1/24 HQW + DA (see table in law)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$50 - $90", "weekly_benefit_amount_maximum": "$430 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": ">$10,296", "minimum_wages_required_for_maximum_wba_base_period": "$15,480"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Massachusetts?", "answer": {"state": "MA", "method_of_calculating_and_formula": "MQ 50% of 1/26 of total wages in 2 HQs up to 57.5% of state AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55 - $83", "weekly_benefit_amount_maximum": "$974 - $1461", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$50,648 in 2 high-quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Michigan?", "answer": {"state": "MI", "method_of_calculating_and_formula": "HQ 4.1% HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$157 - $187", "weekly_benefit_amount_maximum": "$362 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "$8,830", "minimum_wages_required_for_maximum_wba_base_period": "$13,245"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Minnesota?", "answer": {"state": "MN", "method_of_calculating_and_formula": "HQ/WW The higher of 50% of 1/52 BPW up to 66\u2154% of the state AWW, or 50% of 1/13 HQ up to 43% of the state's AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$31", "weekly_benefit_amount_maximum": "$529 (based on HQW) $820 (based on BPW)", "minimum_wages_required_for_maximum_wba_high_quarter": "$13,754 (based on HQW) N/A (based on BPW)", "minimum_wages_required_for_maximum_wba_base_period": "$13,754 (based on HQW) $85,280 (based on BPW)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Mississippi?", "answer": {"state": "MS", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$30", "weekly_benefit_amount_maximum": "$235", "minimum_wages_required_for_maximum_wba_high_quarter": "$6,110", "minimum_wages_required_for_maximum_wba_base_period": "$9,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Missouri?", "answer": {"state": "MO", "method_of_calculating_and_formula": "MQ 4.0% of the average of the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$35", "weekly_benefit_amount_maximum": "$320", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$16,000 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what is the maximum weekly benefit amount in Montana?", "answer": {"state": "MT", "method_of_calculating_and_formula": "AW/MQ 1.0% of BPW or 1.9% of wages in the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$183", "weekly_benefit_amount_maximum": "$618", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$32,527 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Utah?", "answer": {"state": "UT", "method_of_calculating_and_formula": "HQ 1/26 HQW minus $5", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 661, "minimum_wages_required_for_maximum_wba_high_quarter": 17316, "minimum_wages_required_for_maximum_wba_base_period": 25974}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Vermont?", "answer": {"state": "VT", "method_of_calculating_and_formula": "MQ Wages in the 2 highest quarters divided by 45", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 75, "weekly_benefit_amount_maximum": 583, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,235 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Virginia?", "answer": {"state": "VA", "method_of_calculating_and_formula": "MQ 1/50 of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 378, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$18,900 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in US Virgin Islands?", "answer": {"state": "VI", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 33, "weekly_benefit_amount_maximum": 642, "minimum_wages_required_for_maximum_wba_high_quarter": 16692, "minimum_wages_required_for_maximum_wba_base_period": 25038}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Washington?", "answer": {"state": "WA", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 295, "weekly_benefit_amount_maximum": 929, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "48,260 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in West Virginia?", "answer": {"state": "WV", "method_of_calculating_and_formula": "AW 55% of 1/52 of median wages in individual's wage class (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 24, "weekly_benefit_amount_maximum": 424, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 40150}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Wisconsin?", "answer": {"state": "WI", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 54, "weekly_benefit_amount_maximum": 370, "minimum_wages_required_for_maximum_wba_high_quarter": 9250, "minimum_wages_required_for_maximum_wba_base_period": 12950}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Wyoming?", "answer": {"state": "WY", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 18655}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Alabama?", "answer": {"state": "AL", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 2 high-quarters", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$45", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$14,274 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Alaska?", "answer": {"state": "AK", "method_of_calculating_and_formula": "AW\n0.9% - 2.2% BP wages + DA", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$56 - $80", "weekly_benefit_amount_maximum": "$370 - $394", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$42,000"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Arizona?", "answer": {"state": "AZ", "method_of_calculating_and_formula": "HQ\n1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$200", "weekly_benefit_amount_maximum": "$240", "minimum_wages_required_for_maximum_wba_high_quarter": "$5,988", "minimum_wages_required_for_maximum_wba_base_period": "$8,982"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Arkansas?", "answer": {"state": "AR", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 4 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$81", "weekly_benefit_amount_maximum": "$451", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$46,904"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in California?", "answer": {"state": "CA", "method_of_calculating_and_formula": "HQ\n1/23-1/26 HQW (if HQW <$1,833, see table in law; otherwise, 1/26 HQW)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$40", "weekly_benefit_amount_maximum": "$450", "minimum_wages_required_for_maximum_wba_high_quarter": ">$11,674", "minimum_wages_required_for_maximum_wba_base_period": "$11,700"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Colorado?", "answer": {"state": "CO", "method_of_calculating_and_formula": "HQ/WW\nHigher of:\n(1) 60% of 1/26 of 2 highest consecutive quarters, capped by 50% of average weekly earnings (low formula); or\n(2) 50% of 1/52 BP earnings, capped by 55% of average weekly earnings (high formula)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$25", "weekly_benefit_amount_maximum": "$636 (low formula)\n$700 (high formula)", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,744 (low formula)\nN/A (high formula)", "minimum_wages_required_for_maximum_wba_base_period": "$27,560 in 2 quarters (low formula)\n$72,800 (high formula)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Connecticut?", "answer": {"state": "CT", "method_of_calculating_and_formula": "MQ/HQ\n1/26 of the average of the 2 HQs + DA; for construction workers, 1/26 of HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$15 - $30", "weekly_benefit_amount_maximum": "$685 - $760", "minimum_wages_required_for_maximum_wba_high_quarter": "$17,810 in each of 2 quarters", "minimum_wages_required_for_maximum_wba_base_period": "$35,620 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Delaware?", "answer": {"state": "DE", "method_of_calculating_and_formula": "MQ\n1/46 of wages earned in highest 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$20", "weekly_benefit_amount_maximum": "$400", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$18,400 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in District of Columbia?", "answer": {"state": "DC", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$50", "weekly_benefit_amount_maximum": "$444", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,544", "minimum_wages_required_for_maximum_wba_base_period": "$17,316"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Florida?", "answer": {"state": "FL", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$32", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "$7,150", "minimum_wages_required_for_maximum_wba_base_period": "$10,725"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Nebraska?", "answer": {"state": "NE", "method_of_calculating_and_formula": "WW 1/2 of AWW, may not exceed 1/2 of state AWW", "rounding_to": "Lower even $", "weekly_benefit_amount_minimum": 70, "weekly_benefit_amount_maximum": 490, "minimum_wages_required_for_maximum_wba_high_quarter": 12740, "minimum_wages_required_for_maximum_wba_base_period": 13540}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Nevada?", "answer": {"state": "NV", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 19988}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in New Hampshire?", "answer": {"state": "NH", "method_of_calculating_and_formula": "AW 1.0% - 1.1% of BPW (see table in law)", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 32, "weekly_benefit_amount_maximum": 427, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 41500}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in New Jersey?", "answer": {"state": "NJ", "method_of_calculating_and_formula": "WW 60% (base weeks' wages/number of base weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "144 - 165", "weekly_benefit_amount_maximum": "804 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,800 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in New Mexico?", "answer": {"state": "NM", "method_of_calculating_and_formula": "WW 53\u00bd% of AWW in HQ + DA; wages in 2 quarters of BP", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "96 - 144", "weekly_benefit_amount_maximum": "514 - 565", "minimum_wages_required_for_maximum_wba_high_quarter": 12490, "minimum_wages_required_for_maximum_wba_base_period": 12491}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in New York?", "answer": {"state": "NY", "method_of_calculating_and_formula": "HQ/MQ Wages in 4 quarters - 1/26 HQW or 1/25 if HQW \u2264$3,575 Wages in 2 or 3 quarters - 1/26 average of the highest 2 quarters, unless the HQW is \u2264$4,000 but >$3,575 then 1/26 HQW, and if HQW is \u2264$3,575 then 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 116, "weekly_benefit_amount_maximum": 504, "minimum_wages_required_for_maximum_wba_high_quarter": 13104, "minimum_wages_required_for_maximum_wba_base_period": 19656}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in North Carolina?", "answer": {"state": "NC", "method_of_calculating_and_formula": "MQ 1/52 of last 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 15, "weekly_benefit_amount_maximum": 350, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "18,200 in last 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in North Dakota?", "answer": {"state": "ND", "method_of_calculating_and_formula": "MQ 1/65 of (total wages earned in highest 2 quarters and 1/2 of total wages in third highest quarter)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 43, "weekly_benefit_amount_maximum": 657, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "42,705 In 2.5 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Ohio?", "answer": {"state": "OH", "method_of_calculating_and_formula": "WW 50% (wages in qualified weeks in BP divided by number of such weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 149, "weekly_benefit_amount_maximum": "530 - 715", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "21,200 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Oklahoma?", "answer": {"state": "OK", "method_of_calculating_and_formula": "HQ 1/23 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 476, "minimum_wages_required_for_maximum_wba_high_quarter": 10948, "minimum_wages_required_for_maximum_wba_base_period": 16422}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Oregon?", "answer": {"state": "OR", "method_of_calculating_and_formula": "AW 1.25% BP wages", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 171, "weekly_benefit_amount_maximum": 733, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 58640}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Pennsylvania?", "answer": {"state": "PA", "method_of_calculating_and_formula": "HQ (4% HQW + 2) x 0.98 + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "68 - 76", "weekly_benefit_amount_maximum": "594 - 602", "minimum_wages_required_for_maximum_wba_high_quarter": 15088, "minimum_wages_required_for_maximum_wba_base_period": 23949}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Puerto Rico?", "answer": {"state": "PR", "method_of_calculating_and_formula": "HQ 1/11 - 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 240, "minimum_wages_required_for_maximum_wba_high_quarter": 6240, "minimum_wages_required_for_maximum_wba_base_period": 9600}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Rhode Island?", "answer": {"state": "RI", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 highest quarter wages + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "62 - 112", "weekly_benefit_amount_maximum": "661 - 826", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "34,338 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in South Carolina?", "answer": {"state": "SC", "method_of_calculating_and_formula": "WW 50% AWW in HQ", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 42, "weekly_benefit_amount_maximum": 326, "minimum_wages_required_for_maximum_wba_high_quarter": 8476, "minimum_wages_required_for_maximum_wba_base_period": 12714}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in South Dakota?", "answer": {"state": "SD", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 28, "weekly_benefit_amount_maximum": 466, "minimum_wages_required_for_maximum_wba_high_quarter": 12116, "minimum_wages_required_for_maximum_wba_base_period": 21436}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Tennessee?", "answer": {"state": "TN", "method_of_calculating_and_formula": "MQ 1/26 of average of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 30, "weekly_benefit_amount_maximum": 275, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$14,300 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Texas?", "answer": {"state": "TX", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 71, "weekly_benefit_amount_maximum": 549, "minimum_wages_required_for_maximum_wba_high_quarter": 13713, "minimum_wages_required_for_maximum_wba_base_period": 20295}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Georgia?", "answer": {"state": "GA", "method_of_calculating_and_formula": "MQ 1/42 wages in 2 HQs; computed as 1/21 of HQW when alternative qualifying wages are used (Note: If individual would qualify for $27 - $55, the claimant's WBA is $55.)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55", "weekly_benefit_amount_maximum": "$365", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$15,330 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Hawaii?", "answer": {"state": "HI", "method_of_calculating_and_formula": "HQ 1/21 HQW", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$5", "weekly_benefit_amount_maximum": "$695", "minimum_wages_required_for_maximum_wba_high_quarter": "$14,595", "minimum_wages_required_for_maximum_wba_base_period": "$18,070"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Idaho?", "answer": {"state": "ID", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$72", "weekly_benefit_amount_maximum": "$499", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,974", "minimum_wages_required_for_maximum_wba_base_period": "$16,218"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Illinois?", "answer": {"state": "IL", "method_of_calculating_and_formula": "MQ 47% of the claimant's wages in highest 2 quarters divided by 26 + DA", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$51 - $77", "weekly_benefit_amount_maximum": "$542 - $745", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$29,939 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Indiana?", "answer": {"state": "IN", "method_of_calculating_and_formula": "WW 47% of AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$37", "weekly_benefit_amount_maximum": "$390", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$43,149"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Iowa?", "answer": {"state": "IA", "method_of_calculating_and_formula": "HQ 1/19 HQW (4 or more dependents) - 1/23 HQW (no dependents)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$79 - $95", "weekly_benefit_amount_maximum": "$531 - $651", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,213", "minimum_wages_required_for_maximum_wba_base_period": "$15,267"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Kansas?", "answer": {"state": "KS", "method_of_calculating_and_formula": "HQ 4.25% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$135", "weekly_benefit_amount_maximum": "$540", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,706", "minimum_wages_required_for_maximum_wba_base_period": "$16,200"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Kentucky?", "answer": {"state": "KY", "method_of_calculating_and_formula": "AW 1.1923% BPW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$39", "weekly_benefit_amount_maximum": "$569", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$47,681"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Louisiana?", "answer": {"state": "LA", "method_of_calculating_and_formula": "MQ 1/25 of the average wages in 4 quarters of BP x 1.05 x a multiple ranging from 1.03 to 1.32", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$10", "weekly_benefit_amount_maximum": "$275 to $284", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$27,500 to $28,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Maine?", "answer": {"state": "ME", "method_of_calculating_and_formula": "MQ 1/22 of the average of the 2 HQs + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$89 - $155", "weekly_benefit_amount_maximum": "$511 - $894", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$22,484 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Maryland?", "answer": {"state": "MD", "method_of_calculating_and_formula": "HQ 1/24 HQW + DA (see table in law)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$50 - $90", "weekly_benefit_amount_maximum": "$430 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": ">$10,296", "minimum_wages_required_for_maximum_wba_base_period": "$15,480"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Massachusetts?", "answer": {"state": "MA", "method_of_calculating_and_formula": "MQ 50% of 1/26 of total wages in 2 HQs up to 57.5% of state AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55 - $83", "weekly_benefit_amount_maximum": "$974 - $1461", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$50,648 in 2 high-quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Michigan?", "answer": {"state": "MI", "method_of_calculating_and_formula": "HQ 4.1% HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$157 - $187", "weekly_benefit_amount_maximum": "$362 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "$8,830", "minimum_wages_required_for_maximum_wba_base_period": "$13,245"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Minnesota?", "answer": {"state": "MN", "method_of_calculating_and_formula": "HQ/WW The higher of 50% of 1/52 BPW up to 66\u2154% of the state AWW, or 50% of 1/13 HQ up to 43% of the state's AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$31", "weekly_benefit_amount_maximum": "$529 (based on HQW) $820 (based on BPW)", "minimum_wages_required_for_maximum_wba_high_quarter": "$13,754 (based on HQW) N/A (based on BPW)", "minimum_wages_required_for_maximum_wba_base_period": "$13,754 (based on HQW) $85,280 (based on BPW)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Mississippi?", "answer": {"state": "MS", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$30", "weekly_benefit_amount_maximum": "$235", "minimum_wages_required_for_maximum_wba_high_quarter": "$6,110", "minimum_wages_required_for_maximum_wba_base_period": "$9,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Missouri?", "answer": {"state": "MO", "method_of_calculating_and_formula": "MQ 4.0% of the average of the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$35", "weekly_benefit_amount_maximum": "$320", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$16,000 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the high quarter in Montana?", "answer": {"state": "MT", "method_of_calculating_and_formula": "AW/MQ 1.0% of BPW or 1.9% of wages in the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$183", "weekly_benefit_amount_maximum": "$618", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$32,527 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Utah?", "answer": {"state": "UT", "method_of_calculating_and_formula": "HQ 1/26 HQW minus $5", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 661, "minimum_wages_required_for_maximum_wba_high_quarter": 17316, "minimum_wages_required_for_maximum_wba_base_period": 25974}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Vermont?", "answer": {"state": "VT", "method_of_calculating_and_formula": "MQ Wages in the 2 highest quarters divided by 45", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 75, "weekly_benefit_amount_maximum": 583, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,235 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Virginia?", "answer": {"state": "VA", "method_of_calculating_and_formula": "MQ 1/50 of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 378, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$18,900 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in US Virgin Islands?", "answer": {"state": "VI", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 33, "weekly_benefit_amount_maximum": 642, "minimum_wages_required_for_maximum_wba_high_quarter": 16692, "minimum_wages_required_for_maximum_wba_base_period": 25038}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Washington?", "answer": {"state": "WA", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 295, "weekly_benefit_amount_maximum": 929, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "48,260 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in West Virginia?", "answer": {"state": "WV", "method_of_calculating_and_formula": "AW 55% of 1/52 of median wages in individual's wage class (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 24, "weekly_benefit_amount_maximum": 424, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 40150}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Wisconsin?", "answer": {"state": "WI", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 54, "weekly_benefit_amount_maximum": 370, "minimum_wages_required_for_maximum_wba_high_quarter": 9250, "minimum_wages_required_for_maximum_wba_base_period": 12950}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Wyoming?", "answer": {"state": "WY", "method_of_calculating_and_formula": "HQ 4.0% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 38, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 18655}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Alabama?", "answer": {"state": "AL", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 2 high-quarters", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$45", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$14,274 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Alaska?", "answer": {"state": "AK", "method_of_calculating_and_formula": "AW\n0.9% - 2.2% BP wages + DA", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$56 - $80", "weekly_benefit_amount_maximum": "$370 - $394", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$42,000"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Arizona?", "answer": {"state": "AZ", "method_of_calculating_and_formula": "HQ\n1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$200", "weekly_benefit_amount_maximum": "$240", "minimum_wages_required_for_maximum_wba_high_quarter": "$5,988", "minimum_wages_required_for_maximum_wba_base_period": "$8,982"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Arkansas?", "answer": {"state": "AR", "method_of_calculating_and_formula": "MQ\n1/26 of average wages in 4 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$81", "weekly_benefit_amount_maximum": "$451", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$46,904"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in California?", "answer": {"state": "CA", "method_of_calculating_and_formula": "HQ\n1/23-1/26 HQW (if HQW <$1,833, see table in law; otherwise, 1/26 HQW)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$40", "weekly_benefit_amount_maximum": "$450", "minimum_wages_required_for_maximum_wba_high_quarter": ">$11,674", "minimum_wages_required_for_maximum_wba_base_period": "$11,700"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Colorado?", "answer": {"state": "CO", "method_of_calculating_and_formula": "HQ/WW\nHigher of:\n(1) 60% of 1/26 of 2 highest consecutive quarters, capped by 50% of average weekly earnings (low formula); or\n(2) 50% of 1/52 BP earnings, capped by 55% of average weekly earnings (high formula)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$25", "weekly_benefit_amount_maximum": "$636 (low formula)\n$700 (high formula)", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,744 (low formula)\nN/A (high formula)", "minimum_wages_required_for_maximum_wba_base_period": "$27,560 in 2 quarters (low formula)\n$72,800 (high formula)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Connecticut?", "answer": {"state": "CT", "method_of_calculating_and_formula": "MQ/HQ\n1/26 of the average of the 2 HQs + DA; for construction workers, 1/26 of HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$15 - $30", "weekly_benefit_amount_maximum": "$685 - $760", "minimum_wages_required_for_maximum_wba_high_quarter": "$17,810 in each of 2 quarters", "minimum_wages_required_for_maximum_wba_base_period": "$35,620 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Delaware?", "answer": {"state": "DE", "method_of_calculating_and_formula": "MQ\n1/46 of wages earned in highest 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$20", "weekly_benefit_amount_maximum": "$400", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$18,400 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in District of Columbia?", "answer": {"state": "DC", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$50", "weekly_benefit_amount_maximum": "$444", "minimum_wages_required_for_maximum_wba_high_quarter": "$11,544", "minimum_wages_required_for_maximum_wba_base_period": "$17,316"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Florida?", "answer": {"state": "FL", "method_of_calculating_and_formula": "HQ\n1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$32", "weekly_benefit_amount_maximum": "$275", "minimum_wages_required_for_maximum_wba_high_quarter": "$7,150", "minimum_wages_required_for_maximum_wba_base_period": "$10,725"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Nebraska?", "answer": {"state": "NE", "method_of_calculating_and_formula": "WW 1/2 of AWW, may not exceed 1/2 of state AWW", "rounding_to": "Lower even $", "weekly_benefit_amount_minimum": 70, "weekly_benefit_amount_maximum": 490, "minimum_wages_required_for_maximum_wba_high_quarter": 12740, "minimum_wages_required_for_maximum_wba_base_period": 13540}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Nevada?", "answer": {"state": "NV", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 533, "minimum_wages_required_for_maximum_wba_high_quarter": 13325, "minimum_wages_required_for_maximum_wba_base_period": 19988}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in New Hampshire?", "answer": {"state": "NH", "method_of_calculating_and_formula": "AW 1.0% - 1.1% of BPW (see table in law)", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 32, "weekly_benefit_amount_maximum": 427, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 41500}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in New Jersey?", "answer": {"state": "NJ", "method_of_calculating_and_formula": "WW 60% (base weeks' wages/number of base weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "144 - 165", "weekly_benefit_amount_maximum": "804 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "26,800 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in New Mexico?", "answer": {"state": "NM", "method_of_calculating_and_formula": "WW 53\u00bd% of AWW in HQ + DA; wages in 2 quarters of BP", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "96 - 144", "weekly_benefit_amount_maximum": "514 - 565", "minimum_wages_required_for_maximum_wba_high_quarter": 12490, "minimum_wages_required_for_maximum_wba_base_period": 12491}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in New York?", "answer": {"state": "NY", "method_of_calculating_and_formula": "HQ/MQ Wages in 4 quarters - 1/26 HQW or 1/25 if HQW \u2264$3,575 Wages in 2 or 3 quarters - 1/26 average of the highest 2 quarters, unless the HQW is \u2264$4,000 but >$3,575 then 1/26 HQW, and if HQW is \u2264$3,575 then 1/25 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 116, "weekly_benefit_amount_maximum": 504, "minimum_wages_required_for_maximum_wba_high_quarter": 13104, "minimum_wages_required_for_maximum_wba_base_period": 19656}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in North Carolina?", "answer": {"state": "NC", "method_of_calculating_and_formula": "MQ 1/52 of last 2 quarters", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 15, "weekly_benefit_amount_maximum": 350, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "18,200 in last 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in North Dakota?", "answer": {"state": "ND", "method_of_calculating_and_formula": "MQ 1/65 of (total wages earned in highest 2 quarters and 1/2 of total wages in third highest quarter)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 43, "weekly_benefit_amount_maximum": 657, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "42,705 In 2.5 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Ohio?", "answer": {"state": "OH", "method_of_calculating_and_formula": "WW 50% (wages in qualified weeks in BP divided by number of such weeks) + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 149, "weekly_benefit_amount_maximum": "530 - 715", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "21,200 in 20 weeks"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Oklahoma?", "answer": {"state": "OK", "method_of_calculating_and_formula": "HQ 1/23 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 16, "weekly_benefit_amount_maximum": 476, "minimum_wages_required_for_maximum_wba_high_quarter": 10948, "minimum_wages_required_for_maximum_wba_base_period": 16422}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Oregon?", "answer": {"state": "OR", "method_of_calculating_and_formula": "AW 1.25% BP wages", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 171, "weekly_benefit_amount_maximum": 733, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": 58640}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Pennsylvania?", "answer": {"state": "PA", "method_of_calculating_and_formula": "HQ (4% HQW + 2) x 0.98 + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "68 - 76", "weekly_benefit_amount_maximum": "594 - 602", "minimum_wages_required_for_maximum_wba_high_quarter": 15088, "minimum_wages_required_for_maximum_wba_base_period": 23949}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Puerto Rico?", "answer": {"state": "PR", "method_of_calculating_and_formula": "HQ 1/11 - 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 60, "weekly_benefit_amount_maximum": 240, "minimum_wages_required_for_maximum_wba_high_quarter": 6240, "minimum_wages_required_for_maximum_wba_base_period": 9600}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Rhode Island?", "answer": {"state": "RI", "method_of_calculating_and_formula": "MQ 3.85% of average of 2 highest quarter wages + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "62 - 112", "weekly_benefit_amount_maximum": "661 - 826", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "34,338 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in South Carolina?", "answer": {"state": "SC", "method_of_calculating_and_formula": "WW 50% AWW in HQ", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 42, "weekly_benefit_amount_maximum": 326, "minimum_wages_required_for_maximum_wba_high_quarter": 8476, "minimum_wages_required_for_maximum_wba_base_period": 12714}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in South Dakota?", "answer": {"state": "SD", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 28, "weekly_benefit_amount_maximum": 466, "minimum_wages_required_for_maximum_wba_high_quarter": 12116, "minimum_wages_required_for_maximum_wba_base_period": 21436}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Tennessee?", "answer": {"state": "TN", "method_of_calculating_and_formula": "MQ 1/26 of average of 2 HQs (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": 30, "weekly_benefit_amount_maximum": 275, "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": ">$14,300 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Texas?", "answer": {"state": "TX", "method_of_calculating_and_formula": "HQ 1/25 HQW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": 71, "weekly_benefit_amount_maximum": 549, "minimum_wages_required_for_maximum_wba_high_quarter": 13713, "minimum_wages_required_for_maximum_wba_base_period": 20295}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Georgia?", "answer": {"state": "GA", "method_of_calculating_and_formula": "MQ 1/42 wages in 2 HQs; computed as 1/21 of HQW when alternative qualifying wages are used (Note: If individual would qualify for $27 - $55, the claimant's WBA is $55.)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55", "weekly_benefit_amount_maximum": "$365", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$15,330 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Hawaii?", "answer": {"state": "HI", "method_of_calculating_and_formula": "HQ 1/21 HQW", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$5", "weekly_benefit_amount_maximum": "$695", "minimum_wages_required_for_maximum_wba_high_quarter": "$14,595", "minimum_wages_required_for_maximum_wba_base_period": "$18,070"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Idaho?", "answer": {"state": "ID", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$72", "weekly_benefit_amount_maximum": "$499", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,974", "minimum_wages_required_for_maximum_wba_base_period": "$16,218"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Illinois?", "answer": {"state": "IL", "method_of_calculating_and_formula": "MQ 47% of the claimant's wages in highest 2 quarters divided by 26 + DA", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$51 - $77", "weekly_benefit_amount_maximum": "$542 - $745", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$29,939 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Indiana?", "answer": {"state": "IN", "method_of_calculating_and_formula": "WW 47% of AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$37", "weekly_benefit_amount_maximum": "$390", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$43,149"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Iowa?", "answer": {"state": "IA", "method_of_calculating_and_formula": "HQ 1/19 HQW (4 or more dependents) - 1/23 HQW (no dependents)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$79 - $95", "weekly_benefit_amount_maximum": "$531 - $651", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,213", "minimum_wages_required_for_maximum_wba_base_period": "$15,267"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Kansas?", "answer": {"state": "KS", "method_of_calculating_and_formula": "HQ 4.25% HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$135", "weekly_benefit_amount_maximum": "$540", "minimum_wages_required_for_maximum_wba_high_quarter": "$12,706", "minimum_wages_required_for_maximum_wba_base_period": "$16,200"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Kentucky?", "answer": {"state": "KY", "method_of_calculating_and_formula": "AW 1.1923% BPW", "rounding_to": "Nearest $", "weekly_benefit_amount_minimum": "$39", "weekly_benefit_amount_maximum": "$569", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$47,681"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Louisiana?", "answer": {"state": "LA", "method_of_calculating_and_formula": "MQ 1/25 of the average wages in 4 quarters of BP x 1.05 x a multiple ranging from 1.03 to 1.32", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$10", "weekly_benefit_amount_maximum": "$275 to $284", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$27,500 to $28,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Maine?", "answer": {"state": "ME", "method_of_calculating_and_formula": "MQ 1/22 of the average of the 2 HQs + DA (see table in law)", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$89 - $155", "weekly_benefit_amount_maximum": "$511 - $894", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$22,484 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Maryland?", "answer": {"state": "MD", "method_of_calculating_and_formula": "HQ 1/24 HQW + DA (see table in law)", "rounding_to": "Higher $", "weekly_benefit_amount_minimum": "$50 - $90", "weekly_benefit_amount_maximum": "$430 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": ">$10,296", "minimum_wages_required_for_maximum_wba_base_period": "$15,480"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Massachusetts?", "answer": {"state": "MA", "method_of_calculating_and_formula": "MQ 50% of 1/26 of total wages in 2 HQs up to 57.5% of state AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$55 - $83", "weekly_benefit_amount_maximum": "$974 - $1461", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$50,648 in 2 high-quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Michigan?", "answer": {"state": "MI", "method_of_calculating_and_formula": "HQ 4.1% HQW + DA", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$157 - $187", "weekly_benefit_amount_maximum": "$362 same with or without DA", "minimum_wages_required_for_maximum_wba_high_quarter": "$8,830", "minimum_wages_required_for_maximum_wba_base_period": "$13,245"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Minnesota?", "answer": {"state": "MN", "method_of_calculating_and_formula": "HQ/WW The higher of 50% of 1/52 BPW up to 66\u2154% of the state AWW, or 50% of 1/13 HQ up to 43% of the state's AWW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$31", "weekly_benefit_amount_maximum": "$529 (based on HQW) $820 (based on BPW)", "minimum_wages_required_for_maximum_wba_high_quarter": "$13,754 (based on HQW) N/A (based on BPW)", "minimum_wages_required_for_maximum_wba_base_period": "$13,754 (based on HQW) $85,280 (based on BPW)"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Mississippi?", "answer": {"state": "MS", "method_of_calculating_and_formula": "HQ 1/26 HQW", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$30", "weekly_benefit_amount_maximum": "$235", "minimum_wages_required_for_maximum_wba_high_quarter": "$6,110", "minimum_wages_required_for_maximum_wba_base_period": "$9,400"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Missouri?", "answer": {"state": "MO", "method_of_calculating_and_formula": "MQ 4.0% of the average of the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$35", "weekly_benefit_amount_maximum": "$320", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$16,000 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-5", "question": "Given the description above, what are the minimum wages required for the maximum weekly benefit amount in the base period in Montana?", "answer": {"state": "MT", "method_of_calculating_and_formula": "AW/MQ 1.0% of BPW or 1.9% of wages in the 2 HQs", "rounding_to": "Lower $", "weekly_benefit_amount_minimum": "$183", "weekly_benefit_amount_maximum": "$618", "minimum_wages_required_for_maximum_wba_high_quarter": "N/A", "minimum_wages_required_for_maximum_wba_base_period": "$32,527 in 2 quarters"}, "prompt_context": "WEEKLY BENEFIT AMOUNT (WBA) As part of calculating an individual\u2019s monetary eligibility, the state must determine the weekly benefit amount, that is, the amount payable for a week of total unemployment. UI is intended to provide a partial wage replacement, and an individual\u2019s weekly benefit amount will depend on the individual\u2019s prior work history. Some states replace approximately 50 percent of individuals\u2019 lost wages up to a certain limit (generally some percentage of the average weekly wage in the state). As a result of this cap, states tend to replace income at a higher percentage for low-wage earners than they do for high-wage earners. Several states also provide dependents\u2019 allowances to provide an additional payment based on the individual having dependents. All states round weekly benefits to an even dollar amount. States determine eligibility for benefits weekly. Generally, a week of unemployment is considered to be Sunday through Saturday. METHODS OF COMPUTING WEEKLY BENEFITS\u2014As with qualifying wages, states utilize a variety of methods to determine an individual\u2019s weekly benefit amount. High-Quarter Method (HQ)\u2014The weekly benefit amount is calculated by looking at wages in the quarter with the highest earnings in the base period. This quarter is viewed as the period most closely reflecting total employment for the individual during the base-period. By dividing this amount by 13 (the number of weeks in a calendar quarter) the average weekly wage is calculated. Based on the state\u2019s wage replacement rate, the weekly wage is then divided and the weekly benefit amount is calculated. For example, an individual who earns $2,600 in the high-quarter has an average weekly wage of $200 a week ($2,600 divided by 13). If the state replaces \u00bd of the average weekly earnings, the weekly benefit amount is $100. To simplify the calculations, states will use the \u201coverall\u201d multiple of the high-quarter wages to calculate the weekly benefit amount. In this example, it would be 1/26 of the high-quarter wages (1/13 multiplied by .5). The most common multiple used by states is 1/26 of the high-quarter wages. Alternatively, states that use this method may calculate the benefit as a percentage of high-quarter wages. Because even the quarter of highest earnings may include some periods of unemployment, some states use a fraction to generate a higher weekly benefit amount (e.g., 1/23). Some states use a weighted schedule, which gives a greater proportion of the high-quarter wages to lower-paid individuals than to those earning more. Multi-Quarter Method (MQ)\u2014The weekly benefit amount is calculated as a multiple of the total or average quarterly wages paid across multiple quarters. This approach is viewed as being more likely to reflect an individual\u2019s usual employment pattern since it surveys a greater period of time rather than just focusing on the quarter with highest earnings. Annual-Wage Method (AW)\u2014The weekly benefit is calculated as a percentage of annual wages in the base- period. This approach reflects the view that annual wages determine the individual\u2019s standard of living. Some states use a weighted schedule, which gives a larger proportion of annual wages to lower-paid individuals to determine their weekly benefit amount, while other states use a flat percentage. Weekly-Wage Method (WW)\u2014The weekly benefit is calculated as a percentage of the individual\u2019s average weekly wages in the base-period. The following table provides information on how states calculate weekly benefit amounts, as well as the minimum and maximum amounts available in that respective states. Additionally, and assuming consistent wage earnings throughout the claimant\u2019s base-period, the table provides the wages required to be eligible for the maximum weekly benefit amount in that respective state."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Arkansas?", "answer": {"state": "AR", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "66\u2154% (high formula)", "minimum": "12% (low formula)", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Colorado?", "answer": {"state": "CO", "method_of_computation": {"semiannually_as_percent_of_aww_in_covered_employment": {"all_industries_in_state": true}}, "maximum": "55%", "minimum": null, "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Connecticut?", "answer": {"state": "CT", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_june_30": true}}, "maximum": "50%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in District of Columbia?", "answer": {"state": "DC", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "66\u2154%", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Hawaii?", "answer": {"state": "HI", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_june_30": true}}, "maximum": "70%", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Idaho?", "answer": {"state": "ID", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "Percentage varies (52% - 60%) depending upon the base tax rate in a given year", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Illinois?", "answer": {"state": "IL", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "47%; for claimants with dependents, maximum is limited to 65.2% of state's AWW, which is based on percentage changes from year to year", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Iowa?", "answer": {"state": "IA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "53% for claimants with no dependents; for claimants with dependents, ranges from 55% to 65%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Kansas?", "answer": {"state": "KS", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "60%", "minimum": "25% of max WBA", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Kentucky?", "answer": {"state": "KY", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "62%; cannot increase in any year when tax schedule increases from previous year (year-to-year increases limited depending on fund balance)", "minimum": null, "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Louisiana?", "answer": {"state": "LA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "66\u2154%", "minimum": null, "effective_date_of_new_amounts": "September1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Maine?", "answer": {"state": "ME", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "52%", "minimum": null, "effective_date_of_new_amounts": "June 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Massachusetts?", "answer": {"state": "MA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "57\u00bd%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Minnesota?", "answer": {"state": "MN", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "Higher of 50% of the individual's AWW in the BP to a maximum of 66\u2154% of the state AWW; or 50% of the individual's AWW during the HQ to a maximum of 43% of the state AWW", "minimum": null, "effective_date_of_new_amounts": "Last Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Montana?", "answer": {"state": "MT", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "67\u00bd%", "minimum": "20%", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Nebraska?", "answer": {"state": "NE", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "50% of the individual's AWW during the HQ to a maximum of 50% of state AWW", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Nevada?", "answer": {"state": "NV", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in New Jersey?", "answer": {"state": "NJ", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "56\u00bd%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in New Mexico?", "answer": {"state": "NM", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "53\u00bd%", "minimum": "10%", "effective_date_of_new_amounts": "1st Sunday in January"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in North Carolina?", "answer": {"state": "NC", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "August 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in North Dakota?", "answer": {"state": "ND", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "62%; 65% of state AWW if trust fund reserves on Oct. 1 are \u2265 the required amount and the state's average contribution rate is < the nationwide average for the preceding year", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Ohio?", "answer": {"state": "OH", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "Percentage used is not specified in law", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in January"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Oklahoma?", "answer": {"state": "OK", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "The greater of $197 or 60%, 57.7%, 55%, 52\u00bd% or 50% of state AWW of the second preceding CY, depending on the condition of the fund", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Oregon?", "answer": {"state": "OR", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "64%", "minimum": "15%", "effective_date_of_new_amounts": "Week of July 4"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Pennsylvania?", "answer": {"state": "PA", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Puerto Rico?", "answer": {"state": "PR", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Rhode Island?", "answer": {"state": "RI", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "57.7%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in South Carolina?", "answer": {"state": "SC", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in South Dakota?", "answer": {"state": "SD", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Texas?", "answer": {"state": "TX", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "47.6%", "minimum": "7.6%", "effective_date_of_new_amounts": "October 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Utah?", "answer": {"state": "UT", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "62\u00bd% minus $5", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Vermont?", "answer": {"state": "VT", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "Percentage not specified by law", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in US Virgin Islands?", "answer": {"state": "VI", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "65%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Washington?", "answer": {"state": "WA", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "63%", "minimum": "15%", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in West Virginia?", "answer": {"state": "WV", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the method of computation for automatically adjusting benefit amounts in Wyoming?", "answer": {"state": "WY", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "55%", "minimum": "4%", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Arkansas, if computed as a percentage?", "answer": {"state": "AR", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "66\u2154% (high formula)", "minimum": "12% (low formula)", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Colorado, if computed as a percentage?", "answer": {"state": "CO", "method_of_computation": {"semiannually_as_percent_of_aww_in_covered_employment": {"all_industries_in_state": true}}, "maximum": "55%", "minimum": null, "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Connecticut, if computed as a percentage?", "answer": {"state": "CT", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_june_30": true}}, "maximum": "50%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in District of Columbia, if computed as a percentage?", "answer": {"state": "DC", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "66\u2154%", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Hawaii, if computed as a percentage?", "answer": {"state": "HI", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_june_30": true}}, "maximum": "70%", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Idaho, if computed as a percentage?", "answer": {"state": "ID", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "Percentage varies (52% - 60%) depending upon the base tax rate in a given year", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Illinois, if computed as a percentage?", "answer": {"state": "IL", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "47%; for claimants with dependents, maximum is limited to 65.2% of state's AWW, which is based on percentage changes from year to year", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Iowa, if computed as a percentage?", "answer": {"state": "IA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "53% for claimants with no dependents; for claimants with dependents, ranges from 55% to 65%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Kansas, if computed as a percentage?", "answer": {"state": "KS", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "60%", "minimum": "25% of max WBA", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Kentucky, if computed as a percentage?", "answer": {"state": "KY", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "62%; cannot increase in any year when tax schedule increases from previous year (year-to-year increases limited depending on fund balance)", "minimum": null, "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Louisiana, if computed as a percentage?", "answer": {"state": "LA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "66\u2154%", "minimum": null, "effective_date_of_new_amounts": "September1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Maine, if computed as a percentage?", "answer": {"state": "ME", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "52%", "minimum": null, "effective_date_of_new_amounts": "June 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Massachusetts, if computed as a percentage?", "answer": {"state": "MA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "57\u00bd%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Minnesota, if computed as a percentage?", "answer": {"state": "MN", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "Higher of 50% of the individual's AWW in the BP to a maximum of 66\u2154% of the state AWW; or 50% of the individual's AWW during the HQ to a maximum of 43% of the state AWW", "minimum": null, "effective_date_of_new_amounts": "Last Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Montana, if computed as a percentage?", "answer": {"state": "MT", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "67\u00bd%", "minimum": "20%", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Nebraska, if computed as a percentage?", "answer": {"state": "NE", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "50% of the individual's AWW during the HQ to a maximum of 50% of state AWW", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Nevada, if computed as a percentage?", "answer": {"state": "NV", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in New Jersey, if computed as a percentage?", "answer": {"state": "NJ", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "56\u00bd%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in New Mexico, if computed as a percentage?", "answer": {"state": "NM", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "53\u00bd%", "minimum": "10%", "effective_date_of_new_amounts": "1st Sunday in January"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in North Carolina, if computed as a percentage?", "answer": {"state": "NC", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "August 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in North Dakota, if computed as a percentage?", "answer": {"state": "ND", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "62%; 65% of state AWW if trust fund reserves on Oct. 1 are \u2265 the required amount and the state's average contribution rate is < the nationwide average for the preceding year", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Ohio, if computed as a percentage?", "answer": {"state": "OH", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "Percentage used is not specified in law", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in January"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Oklahoma, if computed as a percentage?", "answer": {"state": "OK", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "The greater of $197 or 60%, 57.7%, 55%, 52\u00bd% or 50% of state AWW of the second preceding CY, depending on the condition of the fund", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Oregon, if computed as a percentage?", "answer": {"state": "OR", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "64%", "minimum": "15%", "effective_date_of_new_amounts": "Week of July 4"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Pennsylvania, if computed as a percentage?", "answer": {"state": "PA", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Puerto Rico, if computed as a percentage?", "answer": {"state": "PR", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Rhode Island, if computed as a percentage?", "answer": {"state": "RI", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "57.7%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in South Carolina, if computed as a percentage?", "answer": {"state": "SC", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in South Dakota, if computed as a percentage?", "answer": {"state": "SD", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Texas, if computed as a percentage?", "answer": {"state": "TX", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "47.6%", "minimum": "7.6%", "effective_date_of_new_amounts": "October 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Utah, if computed as a percentage?", "answer": {"state": "UT", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "62\u00bd% minus $5", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Vermont, if computed as a percentage?", "answer": {"state": "VT", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "Percentage not specified by law", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in US Virgin Islands, if computed as a percentage?", "answer": {"state": "VI", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "65%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Washington, if computed as a percentage?", "answer": {"state": "WA", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "63%", "minimum": "15%", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in West Virginia, if computed as a percentage?", "answer": {"state": "WV", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the maximum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Wyoming, if computed as a percentage?", "answer": {"state": "WY", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "55%", "minimum": "4%", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Arkansas, if computed as a percentage?", "answer": {"state": "AR", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "66\u2154% (high formula)", "minimum": "12% (low formula)", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Colorado, if computed as a percentage?", "answer": {"state": "CO", "method_of_computation": {"semiannually_as_percent_of_aww_in_covered_employment": {"all_industries_in_state": true}}, "maximum": "55%", "minimum": null, "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Connecticut, if computed as a percentage?", "answer": {"state": "CT", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_june_30": true}}, "maximum": "50%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in District of Columbia, if computed as a percentage?", "answer": {"state": "DC", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "66\u2154%", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Hawaii, if computed as a percentage?", "answer": {"state": "HI", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_june_30": true}}, "maximum": "70%", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Idaho, if computed as a percentage?", "answer": {"state": "ID", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "Percentage varies (52% - 60%) depending upon the base tax rate in a given year", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Illinois, if computed as a percentage?", "answer": {"state": "IL", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "47%; for claimants with dependents, maximum is limited to 65.2% of state's AWW, which is based on percentage changes from year to year", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Iowa, if computed as a percentage?", "answer": {"state": "IA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "53% for claimants with no dependents; for claimants with dependents, ranges from 55% to 65%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Kansas, if computed as a percentage?", "answer": {"state": "KS", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "60%", "minimum": "25% of max WBA", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Kentucky, if computed as a percentage?", "answer": {"state": "KY", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "62%; cannot increase in any year when tax schedule increases from previous year (year-to-year increases limited depending on fund balance)", "minimum": null, "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Louisiana, if computed as a percentage?", "answer": {"state": "LA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "66\u2154%", "minimum": null, "effective_date_of_new_amounts": "September1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Maine, if computed as a percentage?", "answer": {"state": "ME", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "52%", "minimum": null, "effective_date_of_new_amounts": "June 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Massachusetts, if computed as a percentage?", "answer": {"state": "MA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "57\u00bd%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Minnesota, if computed as a percentage?", "answer": {"state": "MN", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "Higher of 50% of the individual's AWW in the BP to a maximum of 66\u2154% of the state AWW; or 50% of the individual's AWW during the HQ to a maximum of 43% of the state AWW", "minimum": null, "effective_date_of_new_amounts": "Last Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Montana, if computed as a percentage?", "answer": {"state": "MT", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "67\u00bd%", "minimum": "20%", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Nebraska, if computed as a percentage?", "answer": {"state": "NE", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "50% of the individual's AWW during the HQ to a maximum of 50% of state AWW", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Nevada, if computed as a percentage?", "answer": {"state": "NV", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in New Jersey, if computed as a percentage?", "answer": {"state": "NJ", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "56\u00bd%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in New Mexico, if computed as a percentage?", "answer": {"state": "NM", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "53\u00bd%", "minimum": "10%", "effective_date_of_new_amounts": "1st Sunday in January"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in North Carolina, if computed as a percentage?", "answer": {"state": "NC", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "August 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in North Dakota, if computed as a percentage?", "answer": {"state": "ND", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "62%; 65% of state AWW if trust fund reserves on Oct. 1 are \u2265 the required amount and the state's average contribution rate is < the nationwide average for the preceding year", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Ohio, if computed as a percentage?", "answer": {"state": "OH", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "Percentage used is not specified in law", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in January"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Oklahoma, if computed as a percentage?", "answer": {"state": "OK", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "The greater of $197 or 60%, 57.7%, 55%, 52\u00bd% or 50% of state AWW of the second preceding CY, depending on the condition of the fund", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Oregon, if computed as a percentage?", "answer": {"state": "OR", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "64%", "minimum": "15%", "effective_date_of_new_amounts": "Week of July 4"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Pennsylvania, if computed as a percentage?", "answer": {"state": "PA", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Puerto Rico, if computed as a percentage?", "answer": {"state": "PR", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Rhode Island, if computed as a percentage?", "answer": {"state": "RI", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "57.7%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in South Carolina, if computed as a percentage?", "answer": {"state": "SC", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in South Dakota, if computed as a percentage?", "answer": {"state": "SD", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Texas, if computed as a percentage?", "answer": {"state": "TX", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "47.6%", "minimum": "7.6%", "effective_date_of_new_amounts": "October 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Utah, if computed as a percentage?", "answer": {"state": "UT", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "62\u00bd% minus $5", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Vermont, if computed as a percentage?", "answer": {"state": "VT", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "Percentage not specified by law", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in US Virgin Islands, if computed as a percentage?", "answer": {"state": "VI", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "65%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Washington, if computed as a percentage?", "answer": {"state": "WA", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "63%", "minimum": "15%", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in West Virginia, if computed as a percentage?", "answer": {"state": "WV", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the minimum weekly benefit amount as a percentage of the state's average weekly wage (AWW) in Wyoming, if computed as a percentage?", "answer": {"state": "WY", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "55%", "minimum": "4%", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Arkansas?", "answer": {"state": "AR", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "66\u2154% (high formula)", "minimum": "12% (low formula)", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Colorado?", "answer": {"state": "CO", "method_of_computation": {"semiannually_as_percent_of_aww_in_covered_employment": {"all_industries_in_state": true}}, "maximum": "55%", "minimum": null, "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Connecticut?", "answer": {"state": "CT", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_june_30": true}}, "maximum": "50%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in District of Columbia?", "answer": {"state": "DC", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "66\u2154%", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Hawaii?", "answer": {"state": "HI", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_june_30": true}}, "maximum": "70%", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Idaho?", "answer": {"state": "ID", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "Percentage varies (52% - 60%) depending upon the base tax rate in a given year", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Illinois?", "answer": {"state": "IL", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "47%; for claimants with dependents, maximum is limited to 65.2% of state's AWW, which is based on percentage changes from year to year", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Iowa?", "answer": {"state": "IA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "53% for claimants with no dependents; for claimants with dependents, ranges from 55% to 65%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Kansas?", "answer": {"state": "KS", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "60%", "minimum": "25% of max WBA", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Kentucky?", "answer": {"state": "KY", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "62%; cannot increase in any year when tax schedule increases from previous year (year-to-year increases limited depending on fund balance)", "minimum": null, "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Louisiana?", "answer": {"state": "LA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "66\u2154%", "minimum": null, "effective_date_of_new_amounts": "September1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Maine?", "answer": {"state": "ME", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "52%", "minimum": null, "effective_date_of_new_amounts": "June 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Massachusetts?", "answer": {"state": "MA", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"12_months_ending_march_31": true}}, "maximum": "57\u00bd%", "minimum": null, "effective_date_of_new_amounts": "1st Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Minnesota?", "answer": {"state": "MN", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "Higher of 50% of the individual's AWW in the BP to a maximum of 66\u2154% of the state AWW; or 50% of the individual's AWW during the HQ to a maximum of 43% of the state AWW", "minimum": null, "effective_date_of_new_amounts": "Last Sunday in October"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Montana?", "answer": {"state": "MT", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "67\u00bd%", "minimum": "20%", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Nebraska?", "answer": {"state": "NE", "method_of_computation": {"annually_as_percent_of_aww_in_covered_employment": {"preceding_cy": true}}, "maximum": "50% of the individual's AWW during the HQ to a maximum of 50% of state AWW", "minimum": null, "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Nevada?", "answer": {"state": "NV", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in New Jersey?", "answer": {"state": "NJ", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "56\u00bd%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in New Mexico?", "answer": {"state": "NM", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "53\u00bd%", "minimum": "10%", "effective_date_of_new_amounts": "1st Sunday in January"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in North Carolina?", "answer": {"state": "NC", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "August 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in North Dakota?", "answer": {"state": "ND", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "62%; 65% of state AWW if trust fund reserves on Oct. 1 are \u2265 the required amount and the state's average contribution rate is < the nationwide average for the preceding year", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Ohio?", "answer": {"state": "OH", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "Percentage used is not specified in law", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in January"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Oklahoma?", "answer": {"state": "OK", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "The greater of $197 or 60%, 57.7%, 55%, 52\u00bd% or 50% of state AWW of the second preceding CY, depending on the condition of the fund", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Oregon?", "answer": {"state": "OR", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "64%", "minimum": "15%", "effective_date_of_new_amounts": "Week of July 4"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Pennsylvania?", "answer": {"state": "PA", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Puerto Rico?", "answer": {"state": "PR", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Rhode Island?", "answer": {"state": "RI", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "57.7%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in South Carolina?", "answer": {"state": "SC", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in South Dakota?", "answer": {"state": "SD", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "50%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Texas?", "answer": {"state": "TX", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "47.6%", "minimum": "7.6%", "effective_date_of_new_amounts": "October 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Utah?", "answer": {"state": "UT", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "62\u00bd% minus $5", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Vermont?", "answer": {"state": "VT", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "Percentage not specified by law", "minimum": "", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in US Virgin Islands?", "answer": {"state": "VI", "method_of_computation": "Annually as % of AWW in Covered Employment in: 12 Months Ending June 30", "maximum": "65%", "minimum": "", "effective_date_of_new_amounts": "January 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Washington?", "answer": {"state": "WA", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "63%", "minimum": "15%", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in West Virginia?", "answer": {"state": "WV", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "66\u2154%", "minimum": "", "effective_date_of_new_amounts": "July 1"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-6", "question": "Given the description above, what is the effective date of new weekly benefit amounts in Wyoming?", "answer": {"state": "WY", "method_of_computation": "Annually as % of AWW in Covered Employment in: Preceding CY", "maximum": "55%", "minimum": "4%", "effective_date_of_new_amounts": "1st Sunday in July"}, "prompt_context": "AUTOMATIC ADJUSTMENTS TO WEEKLY BENEFIT AMOUNTS\u2014Many states link their maximum weekly benefit amount with the state\u2019s average weekly wage, thus providing for an automatic adjustment as overall wages change across time. The maximum weekly benefit amount is usually indexed to be more than 50 percent of the average weekly wage in covered employment within the state during a recent 1-year period. The minimum weekly benefit amount is specified in the law in most states. However, some state laws link the minimum weekly benefit amount with the states\u2019 average weekly wage as well. The following table includes states with automatic adjustments to benefit amounts."}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Alabama (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "AL", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "1/3 WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Alaska (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "AK", "definition_of_partial_unemployment": "1\u00bc x WBA + $50", "earnings_disregarded": "$50 and \u00bc wages over $50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Arizona (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "AZ", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$30"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Arkansas (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "AR", "definition_of_partial_unemployment": "WBA + 40% WBA", "earnings_disregarded": "40% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in California (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "CA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Greater of $25 or \u00bc of wages"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Colorado (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "CO", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Connecticut (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "CT", "definition_of_partial_unemployment": "1\u2154 + basic WBA", "earnings_disregarded": "\u2153 wages; includes holiday pay in the remuneration for determining partial benefits"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Delaware (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "DE", "definition_of_partial_unemployment": "WBA + greater of $10 or \u00bd WBA", "earnings_disregarded": "Greater of $10 or \u00bd WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in District of Columbia (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "DC", "definition_of_partial_unemployment": "WBA + $20", "earnings_disregarded": "\u2153 of wages + $50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Florida (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "FL", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "8 x Federal hourly minimum wage"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Georgia (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "GA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$50; excludes payments for jury service"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Hawaii (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "HI", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$150"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Idaho (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "ID", "definition_of_partial_unemployment": "1\u00bd WBA", "earnings_disregarded": "\u00bd WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Illinois (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "IL", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bd WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Indiana (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "IN", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Greater of $3 or 20% WBA from other than BP employers; excludes payments for jury service"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Iowa (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "IA", "definition_of_partial_unemployment": "WBA + $15", "earnings_disregarded": "\u00bc WBA; excludes payments for jury service"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Kansas (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "KS", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Kentucky (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "KY", "definition_of_partial_unemployment": "1\u00bc x WBA", "earnings_disregarded": "20% wages"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Louisiana (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "LA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Lesser of \u00bd WBA or $50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Maine (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "ME", "definition_of_partial_unemployment": "WBA + $5", "earnings_disregarded": "$100"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Maryland (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "MD", "definition_of_partial_unemployment": "Augmented WBA", "earnings_disregarded": "$50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Massachusetts (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "MA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u2153 WBA; earnings plus WBA may not equal or exceed the individual's AWW"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Michigan (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "MI", "definition_of_partial_unemployment": "1.6 x WBA", "earnings_disregarded": "For each $1 earned, WBA reduced by 50 cents (benefits and earnings cannot exceed 1 3/5 WBA); earnings above 1.6 x WBA result in dollar-for-dollar reduction in WBA; if the resulting WBA is zero, weeks of benefits payable reduced by 1 week; excludes wages for on-call or training services as a volunteer firefighter if wages are <$10,000"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Minnesota (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "MN", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "For each $1 earned, WBA reduced by 50 cents; no deduction for jury pay and wages earned for services performed in National Guard and military reserve, and as a volunteer firefighter or in ambulance services"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Mississippi (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "MS", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$40"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Missouri (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "MO", "definition_of_partial_unemployment": "WBA + $20 or 20%WBA, whichever is greater", "earnings_disregarded": "$20 or 20% WBA, whichever is greater; excludes termination pay, severance pay, and wages from service in the organized militia for training or authorized duty from benefit computation"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Montana (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "MT", "definition_of_partial_unemployment": "2 x WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Nebraska (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "NE", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Nevada (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "NV", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc wages"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in New Hampshire (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "NH", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "30% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in New Jersey (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "NJ", "definition_of_partial_unemployment": "WBA + greater of $5 or 20% WBA", "earnings_disregarded": "Greater of $5 or 20% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in New Mexico (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "NM", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "20%WBA; excludes payments for jury service"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in New York (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "NY", "definition_of_partial_unemployment": "Benefits paid at the rate of \u00bc WBA for each effective day within a week beginning on Monday (effective day defined as 4th and each subsequent day of total unemployment in a week in which claimant earns not more than $300)", "earnings_disregarded": "Benefits paid at the rate of \u00bc WBA for each effective day within a week beginning on Monday (effective day defined as 4th and each subsequent day of total unemployment in a week in which claimant earns not more than $300)"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in North Carolina (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "NC", "definition_of_partial_unemployment": "Week of less than 3 customary scheduled full-time days", "earnings_disregarded": "20% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in North Dakota (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "ND", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "60% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Ohio (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "OH", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "20% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Oklahoma (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "OK", "definition_of_partial_unemployment": "WBA + $100", "earnings_disregarded": "$100"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Oregon (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "OR", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Greater of $120 or \u2153 WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Pennsylvania (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "PA", "definition_of_partial_unemployment": "WBA + 40% WBA", "earnings_disregarded": "Greater of $21 or 30% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Puerto Rico (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "PR", "definition_of_partial_unemployment": "1\u00bd x WBA; week in which wages or remuneration from self-employment are less than 1\u00bd times claimant's WBA or the claimant performs no service for a working period of 32 hours or more in a week", "earnings_disregarded": "WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Rhode Island (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "RI", "definition_of_partial_unemployment": "Basic WBA", "earnings_disregarded": "20% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in South Carolina (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "SC", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in South Dakota (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "SD", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc wages over $25"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Tennessee (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "TN", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Greater of $50 or \u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Texas (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "TX", "definition_of_partial_unemployment": "WBA + greater of $5 or \u00bc WBA", "earnings_disregarded": "Greater of $5 or \u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Utah (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "UT", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "30% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Vermont (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "VT", "definition_of_partial_unemployment": "WBA + $15 provided the claimant works less than 35 hours (35 hours is considered full-time employment)", "earnings_disregarded": "\u00bd of gross wages"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Virginia (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "VA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in US Virgin Islands (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "VI", "definition_of_partial_unemployment": "1\u00bc x WBA + $15", "earnings_disregarded": "\u00bc wages in excess of $15"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Washington (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "WA", "definition_of_partial_unemployment": "1\u00bc x WBA + $5; weekly hours of work temporarily reduced by employer by no more than 60%", "earnings_disregarded": "\u00bc wages over $5"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in West Virginia (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "WV", "definition_of_partial_unemployment": "WBA + $61", "earnings_disregarded": "$60"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Wisconsin (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "WI", "definition_of_partial_unemployment": "Any week the individual receives any wages under $500 or performs services less than 32 hours; no individual may be eligible for partial benefits if the benefit payment is <$5", "earnings_disregarded": "$30 plus 33% of wages in excess of $30 (excludes wages received as a volunteer firefighter or voluntary medical technician from benefit computation)"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, how is partial unemployment defined in Wyoming (i.e. as a week of less than full-time work if earnings are less than what relative to the weekly benefit amount amount)?", "answer": {"state": "WY", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bd WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Alabama?", "answer": {"state": "AL", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "1/3 WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Alaska?", "answer": {"state": "AK", "definition_of_partial_unemployment": "1\u00bc x WBA + $50", "earnings_disregarded": "$50 and \u00bc wages over $50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Arizona?", "answer": {"state": "AZ", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$30"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Arkansas?", "answer": {"state": "AR", "definition_of_partial_unemployment": "WBA + 40% WBA", "earnings_disregarded": "40% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in California?", "answer": {"state": "CA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Greater of $25 or \u00bc of wages"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Colorado?", "answer": {"state": "CO", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Connecticut?", "answer": {"state": "CT", "definition_of_partial_unemployment": "1\u2154 + basic WBA", "earnings_disregarded": "\u2153 wages; includes holiday pay in the remuneration for determining partial benefits"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Delaware?", "answer": {"state": "DE", "definition_of_partial_unemployment": "WBA + greater of $10 or \u00bd WBA", "earnings_disregarded": "Greater of $10 or \u00bd WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in District of Columbia?", "answer": {"state": "DC", "definition_of_partial_unemployment": "WBA + $20", "earnings_disregarded": "\u2153 of wages + $50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Florida?", "answer": {"state": "FL", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "8 x Federal hourly minimum wage"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Georgia?", "answer": {"state": "GA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$50; excludes payments for jury service"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Hawaii?", "answer": {"state": "HI", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$150"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Idaho?", "answer": {"state": "ID", "definition_of_partial_unemployment": "1\u00bd WBA", "earnings_disregarded": "\u00bd WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Illinois?", "answer": {"state": "IL", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bd WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Indiana?", "answer": {"state": "IN", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Greater of $3 or 20% WBA from other than BP employers; excludes payments for jury service"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Iowa?", "answer": {"state": "IA", "definition_of_partial_unemployment": "WBA + $15", "earnings_disregarded": "\u00bc WBA; excludes payments for jury service"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Kansas?", "answer": {"state": "KS", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Kentucky?", "answer": {"state": "KY", "definition_of_partial_unemployment": "1\u00bc x WBA", "earnings_disregarded": "20% wages"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Louisiana?", "answer": {"state": "LA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Lesser of \u00bd WBA or $50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Maine?", "answer": {"state": "ME", "definition_of_partial_unemployment": "WBA + $5", "earnings_disregarded": "$100"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Maryland?", "answer": {"state": "MD", "definition_of_partial_unemployment": "Augmented WBA", "earnings_disregarded": "$50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Massachusetts?", "answer": {"state": "MA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u2153 WBA; earnings plus WBA may not equal or exceed the individual's AWW"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Michigan?", "answer": {"state": "MI", "definition_of_partial_unemployment": "1.6 x WBA", "earnings_disregarded": "For each $1 earned, WBA reduced by 50 cents (benefits and earnings cannot exceed 1 3/5 WBA); earnings above 1.6 x WBA result in dollar-for-dollar reduction in WBA; if the resulting WBA is zero, weeks of benefits payable reduced by 1 week; excludes wages for on-call or training services as a volunteer firefighter if wages are <$10,000"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Minnesota?", "answer": {"state": "MN", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "For each $1 earned, WBA reduced by 50 cents; no deduction for jury pay and wages earned for services performed in National Guard and military reserve, and as a volunteer firefighter or in ambulance services"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Mississippi?", "answer": {"state": "MS", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$40"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Missouri?", "answer": {"state": "MO", "definition_of_partial_unemployment": "WBA + $20 or 20%WBA, whichever is greater", "earnings_disregarded": "$20 or 20% WBA, whichever is greater; excludes termination pay, severance pay, and wages from service in the organized militia for training or authorized duty from benefit computation"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Montana?", "answer": {"state": "MT", "definition_of_partial_unemployment": "2 x WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Nebraska?", "answer": {"state": "NE", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Nevada?", "answer": {"state": "NV", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc wages"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in New Hampshire?", "answer": {"state": "NH", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "30% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in New Jersey?", "answer": {"state": "NJ", "definition_of_partial_unemployment": "WBA + greater of $5 or 20% WBA", "earnings_disregarded": "Greater of $5 or 20% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in New Mexico?", "answer": {"state": "NM", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "20%WBA; excludes payments for jury service"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in New York?", "answer": {"state": "NY", "definition_of_partial_unemployment": "Benefits paid at the rate of \u00bc WBA for each effective day within a week beginning on Monday (effective day defined as 4th and each subsequent day of total unemployment in a week in which claimant earns not more than $300)", "earnings_disregarded": "Benefits paid at the rate of \u00bc WBA for each effective day within a week beginning on Monday (effective day defined as 4th and each subsequent day of total unemployment in a week in which claimant earns not more than $300)"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in North Carolina?", "answer": {"state": "NC", "definition_of_partial_unemployment": "Week of less than 3 customary scheduled full-time days", "earnings_disregarded": "20% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in North Dakota?", "answer": {"state": "ND", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "60% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Ohio?", "answer": {"state": "OH", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "20% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Oklahoma?", "answer": {"state": "OK", "definition_of_partial_unemployment": "WBA + $100", "earnings_disregarded": "$100"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Oregon?", "answer": {"state": "OR", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Greater of $120 or \u2153 WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Pennsylvania?", "answer": {"state": "PA", "definition_of_partial_unemployment": "WBA + 40% WBA", "earnings_disregarded": "Greater of $21 or 30% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Puerto Rico?", "answer": {"state": "PR", "definition_of_partial_unemployment": "1\u00bd x WBA; week in which wages or remuneration from self-employment are less than 1\u00bd times claimant's WBA or the claimant performs no service for a working period of 32 hours or more in a week", "earnings_disregarded": "WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Rhode Island?", "answer": {"state": "RI", "definition_of_partial_unemployment": "Basic WBA", "earnings_disregarded": "20% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in South Carolina?", "answer": {"state": "SC", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in South Dakota?", "answer": {"state": "SD", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bc wages over $25"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Tennessee?", "answer": {"state": "TN", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "Greater of $50 or \u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Texas?", "answer": {"state": "TX", "definition_of_partial_unemployment": "WBA + greater of $5 or \u00bc WBA", "earnings_disregarded": "Greater of $5 or \u00bc WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Utah?", "answer": {"state": "UT", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "30% WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Vermont?", "answer": {"state": "VT", "definition_of_partial_unemployment": "WBA + $15 provided the claimant works less than 35 hours (35 hours is considered full-time employment)", "earnings_disregarded": "\u00bd of gross wages"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Virginia?", "answer": {"state": "VA", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "$50"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in US Virgin Islands?", "answer": {"state": "VI", "definition_of_partial_unemployment": "1\u00bc x WBA + $15", "earnings_disregarded": "\u00bc wages in excess of $15"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Washington?", "answer": {"state": "WA", "definition_of_partial_unemployment": "1\u00bc x WBA + $5; weekly hours of work temporarily reduced by employer by no more than 60%", "earnings_disregarded": "\u00bc wages over $5"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in West Virginia?", "answer": {"state": "WV", "definition_of_partial_unemployment": "WBA + $61", "earnings_disregarded": "$60"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Wisconsin?", "answer": {"state": "WI", "definition_of_partial_unemployment": "Any week the individual receives any wages under $500 or performs services less than 32 hours; no individual may be eligible for partial benefits if the benefit payment is <$5", "earnings_disregarded": "$30 plus 33% of wages in excess of $30 (excludes wages received as a volunteer firefighter or voluntary medical technician from benefit computation)"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-8", "question": "Given the description above, what is the amount of earnings disregarded in computing the weekly benefit for partial unemployment in Wyoming?", "answer": {"state": "WY", "definition_of_partial_unemployment": "WBA", "earnings_disregarded": "\u00bd WBA"}, "prompt_context": "BENEFITS FOR PARTIAL UNEMPLOYMENT \nA week of total unemployment is commonly defined as a week in which the individual performs no work and with which remuneration is not payable. In a few states, an individual is considered totally unemployed in a week even though certain small amounts of wages are earned. \nPartial unemployment refers to circumstances where individuals have experienced a reduction in both hours and wages but continue to perform part-time work. Such individuals may be eligible for a partial weekly benefit amount as long as they meet all eligibility requirements. In most states, an individual is partially unemployed in a week of less than full-time work with earnings less than the weekly benefit amount. In some states, an individual is partially unemployed in a week of less than full-time work when earning less than a percentage or multiplier of the weekly benefit amount. \nGenerally, states reduce an individual\u2019s weekly benefit amount based upon the part-time earnings reported by the individual on their claim for benefits. The amount of that reduction depends on state law. All states disregard some earnings for partially unemployed individuals in order to incentivize part-time or short- term work, referred to as the \u201cearnings disregard\u201d. Thus, a partially unemployed individual\u2019s weekly benefit will usually be the difference between their weekly earnings, reduced by the state\u2019s earnings disregard, and their weekly benefit amount. \nMost state laws provide that the benefit for a week of partial unemployment will be rounded to the nearest or the lower dollar. For example, a state may calculate an individual\u2019s weekly benefit amount to be $40 and the individual earns $50.95 from part-time work during a given week. The state has an earnings disregard of $30. The individual would receive a partial benefit of $19 ($50.95 part-time earnings minus $30 earnings disregard equals $20.95; $40 weekly benefit amount minus $20.95 earnings reduction equals $19.05). \nStates usually provide individuals with information about their maximum amount of benefits or a maximum number of weeks that can be drawn throughout the benefit year. See Table 3-11, Maximum Benefit Entitlement. In states that calculate a maximum amount of benefits, a partially unemployed individual may draw benefits for a greater number of weeks than a totally unemployed individual, but at a reduced weekly benefit amount, provided the individual does not exceed their maximum benefit entitlement for the claim. The following table details states\u2019 definition of partial unemployment and each states\u2019 applicable earnings disregard"}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Arkansas?", "answer": {"state": "AR", "metadata": "Off-season wages of (a) less than 30 times the weekly benefit amount, if individual's seasonal wages were earned in an industry with an operating period of 2-6 months; or (b) less than 24 times the weekly benefit amount, if seasonal wages were earned in an industry with an operating period of 7-8 months"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Arizona?", "answer": {"state": "AZ", "metadata": "For employment in transient lodging only; no benefits based on seasonal wages during the off-season if unemployment is due to substantial slowdown in operations"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Colorado?", "answer": {"state": "CO", "metadata": "Some seasonal wages in operating period of seasonal industry"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Indiana?", "answer": {"state": "IN", "metadata": "Some seasonal wages in operating period of seasonal employer"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Maine?", "answer": {"state": "ME", "metadata": "Some seasonal wages in operating period of seasonal employer"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Massachusetts?", "answer": {"state": "MA", "metadata": "Some seasonal wages in operating period of seasonal industry"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Michigan?", "answer": {"state": "MI", "metadata": "Wages must be within seasonal period of 26 weeks or less; designation of employment as seasonal is voluntary"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Mississippi?", "answer": {"state": "MS", "metadata": "Off-season wages of (a) less than 30 times the weekly benefit amount, if individual's seasonal wages were earned in a cotton ginning industry or professional baseball with an operating period of 6-26 weeks; or (b) less than 24 times the weekly benefit amount, if seasonal wages were earned in a cotton ginning industry or professional baseball with an operating period of 27-36 weeks"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in North Carolina?", "answer": {"state": "NC", "metadata": "25% or more of BP wages earned in operating period of seasonal employer"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Ohio?", "answer": {"state": "OH", "metadata": "Some seasonal wages earned in operating period of seasonal employer"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Pennsylvania?", "answer": {"state": "PA", "metadata": "Seasonal wages for less than 180 days of work in operating period; applies only if reasonable assurance of reemployment exists"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in South Dakota?", "answer": {"state": "SD", "metadata": "Some wages earned in operating period of seasonal employer"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "3-13", "question": "Given the description above, what are the provisions related to seasonal wage credits available only during the season in Tennessee?", "answer": {"state": "TN", "metadata": "Wages must be 26 consecutive weeks or less and for a seasonal employer as defined by the state"}, "prompt_context": "SEASONAL EMPLOYMENT AND BENEFITS \nSeveral states have laws that contain special provisions restricting payment of benefits to individuals who earned some or a substantial part of their base-period wages from employers operating on a seasonal basis. \nThe definition of seasonal employment varies across states. Most consider the industry, employer, or occupation involved; the wages earned during the operating period of the employer or industry (e.g., the season); and the individual. Some states allow an employer classified as a seasonal employer to request to not to be treated as a seasonal employer. \nIn most states, the designation of seasonal industries, occupations, or employers and the beginning and ending dates of their seasons is made in accordance with a formal procedure, following action initiated by the UI agency or upon application by the employers or individuals. Typically, this involves hearings and presentation of supporting data. \nOther states provide a more uniform definition of seasonal employment, which considers the climate conditions or seasonal nature of the employment and the extent to which it is customary to operate only during regularly recurring periods up to a specified number of weeks. This specified number of weeks includes: 16 weeks in Massachusetts; 26 weeks in Colorado, Indiana, Michigan, Oklahoma, and Tennessee; 26 weeks in Maine (except for seasonal lodging facilities, variety stores, or trading posts, restaurants, and camps, where a period of less than 26 weeks applies); 36 weeks in North Carolina; and 40 weeks in Ohio. \nThe most frequent restriction provides that wage credits earned in seasonal employment are available for payment of benefits only for weeks of unemployment in the benefit year that fall within the operating period of the employer or industry where they were earned. Wage credits earned in non-seasonal work or in employment with a seasonal employer outside the operating period are available for payment of benefits at any time in the benefit year. The states with this type of provision are listed in the following table, together with the definitions of \u201cseasonal worker\u201d to whom the restrictions apply."}
-{"table_id": "4-2", "question": "Given the description above, does Alaska require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "AK", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Arizona require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "AZ", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Arkansas require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "AR", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does California require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "CA", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Delaware require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "DE", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does District of Columbia require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "DC", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Hawaii require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "HI", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Idaho require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "ID", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Illinois require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "IL", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Indiana require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "IN", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Iowa require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "IA", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Kansas require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "KS", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Maine require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "ME", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Maryland require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "MD", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Massachusetts require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "MA", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Minnesota require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "MN", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Montana require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "MT", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Nebraska require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "NE", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Nevada require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "NV", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Hampshire require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "NH", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Jersey require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "NJ", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Mexico require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "NM", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New York require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "NY", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does North Carolina require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "NC", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Oklahoma require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "OK", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Oregon require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "OR", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Pennsylvania require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "PA", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Puerto Rico require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "PR", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Rhode Island require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "RI", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Texas require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "TX", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Vermont require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "VT", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Virginia require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "VA", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does US Virgin Islands require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "VI", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Washington require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "WA", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does West Virginia require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "WV", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Wisconsin require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "WI", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Wyoming require 20 weeks of full-time work to qualify for Extended Benefits (EB)?", "answer": {"state": "WY", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Alaska use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "AK", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Arizona use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "AZ", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Arkansas use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "AR", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does California use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "CA", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Delaware use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "DE", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does District of Columbia use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "DC", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Hawaii use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "HI", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Idaho use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "ID", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Illinois use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "IL", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Indiana use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "IN", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Iowa use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "IA", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Kansas use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "KS", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Maine use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "ME", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Maryland use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "MD", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Massachusetts use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "MA", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Minnesota use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "MN", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Montana use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "MT", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Nebraska use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "NE", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Nevada use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "NV", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Hampshire use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "NH", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Jersey use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "NJ", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Mexico use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "NM", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New York use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "NY", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does North Carolina use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "NC", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Oklahoma use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "OK", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Oregon use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "OR", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Pennsylvania use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "PA", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Puerto Rico use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "PR", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Rhode Island use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "RI", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Texas use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "TX", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Vermont use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "VT", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Virginia use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "VA", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does US Virgin Islands use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "VI", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Washington use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "WA", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does West Virginia use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "WV", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Wisconsin use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "WI", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Wyoming use the alternative requirement of exceeding 40 times the Weekly Benefit Amount (WBA) to qualify for Extended Benefits (EB)?", "answer": {"state": "WY", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Alaska use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "AK", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Arizona use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "AZ", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Arkansas use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "AR", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does California use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "CA", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Delaware use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "DE", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does District of Columbia use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "DC", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Hawaii use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "HI", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Idaho use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "ID", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Illinois use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "IL", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Indiana use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "IN", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Iowa use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "IA", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Kansas use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "KS", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Maine use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "ME", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Maryland use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "MD", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Massachusetts use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "MA", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Minnesota use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "MN", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Montana use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "MT", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Nebraska use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "NE", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Nevada use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "NV", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Hampshire use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "NH", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Jersey use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "NJ", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New Mexico use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "NM", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does New York use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "NY", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does North Carolina use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "NC", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Oklahoma use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "OK", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Oregon use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "OR", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Pennsylvania use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "PA", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Puerto Rico use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "PR", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Rhode Island use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "RI", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Texas use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "TX", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Vermont use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "VT", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Virginia use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "VA", "20_weeks": true, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does US Virgin Islands use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "VI", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Washington use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "WA", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does West Virginia use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "WV", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Wisconsin use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "WI", "20_weeks": false, "exceeds_40_x_wba": true, "exceeds_1_5_hqw": false}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-2", "question": "Given the description above, does Wyoming use the alternative requirement of exceeding 1.5 times the high-quarter wages (HQW) to qualify for Extended Benefits (EB)?", "answer": {"state": "WY", "20_weeks": false, "exceeds_40_x_wba": false, "exceeds_1_5_hqw": true}, "prompt_context": "EXTENSIONS AND SPECIAL PROGRAMS \nAs used above, \u201csharable benefits\u201d include sharable extended compensation and sharable regular compensation. \u201cSharable regular compensation\u201d includes any weeks of regular compensation paid in excess of 26 times the average weekly benefit amount during an EB period. \u201cSharable extended compensation\u201d includes EB paid during the EB period, but does not include the first week of EB paid if a state has no waiting week for regular compensation, nor any amount for which the state rounds up instead of down in a given week. No federal sharing is available for EB costs attributable to employment with state and local governmental entities or federally recognized Indian tribes, as these entities do not pay the FUTA tax, which finances the federal share of EB. \nBENEFIT AMOUNTS\u2014During an EB payable period, an individual who has exhausted entitlement to regular UC may receive the lesser of: (1) 50 percent of their total amount of regular UC; (2) 13 times the average weekly benefit amount for their regular UC claim; or (3) 39 times the average weekly benefit amount of their regular UC claim, minus the amount of regular UC paid during the benefit year. This generally calculates to an additional 13 weeks of benefits after the individual\u2019s regular UC claim is exhausted. However, states with maximum benefit entitlements that are less than 26 weeks will pay a lesser amount of EB (refer to Table 3-11, Maximum Benefit Entitlement). As noted above, individuals may receive additional weeks of EB if the state is in a period of high unemployment and state law provides for the optional TUR trigger. This generally means that an individual who has exhausted entitlement to regular UC may receive up to 20 weeks of EB. An individual may only receive EB with respect to weeks of unemployment occurring during a state\u2019s EB payable period. \nREDUCTIONS IN AMOUNT OF EB\u2014EB paid on interstate claims is limited to two weeks unless both the agent and the liable states are in an EB period. Also, individuals who received Trade Readjustment Assistance (TRA) before EB triggered \u201con\u201d in a state will have their EB entitlement reduced by the number of weeks of TRA received. In addition, some states reduce the EB amount payable to an individual during a period in which federal sharing of the cost of EB is reduced pursuant to a sequester order. \nSPECIAL QUALIFYING REQUIREMENTS\u2014Generally, state law applies to the payment of EB. However, some special qualifying requirements exist: \u2022 An individual claiming EB who fails to make \u201ca systematic and sustained\u201d work search or fails to apply for or accept \u201csuitable work\u201d is not entitled to EB until the individual has been employed during at least four weeks and has earned a total of four times the individual\u2019s weekly EB amount. Suitable work under EB is defined based on an individual\u2019s prospects of returning to employment and, for individuals whose prospects are deemed \u201cnot good\u201d, includes \u201cany work within such individual\u2019s capabilities.\u201d \u2022 Any disqualification for voluntarily quitting work, committing misconduct, or refusing suitable work must be purged through subsequent employment. \u2022 To qualify for EB, an individual must have 20 weeks of full-time covered work, or the equivalent in covered wages, in the base period. Alternatively, state law may provide for an alternative calculation of either 40 times the weekly benefit amount or at least 1\u00bd times the high-quarter wages in the base period. The following table lists states where laws governing the regular UC program do not automatically satisfy the \u201c20 weeks\u201d requirement (refer to Table 3-2, Base Period Wage and Employment Requirements for Benefits) and identifies which of the alternative method(s) are applied for purposes of qualifying for EB."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Wisconsin?", "answer": {"state": "WI", "name_of_extension": "Wisconsin Supplemental Benefits", "duration": "8 weeks", "to_whom_when_payable": "Individual who has exhausted benefits; Wisconsin supplemental benefit period occurs when IUR is 4% and TUR is 5%", "when_effective": "Governor can elect to run this program or allow payment through federal-state EB program"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Alaska?", "answer": {"state": "AK", "name_of_extension": "Supplemental State Benefits", "duration": "13 weeks", "to_whom_when_payable": "Exhaustees of regular UC who satisfy the requirements for receipt of regular benefits and are ineligible for extended benefits solely because they do not meet EB earnings requirement of 40 x WBA or 1.5 HQW", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in California?", "answer": {"state": "CA", "name_of_extension": "Extended Duration Benefits", "duration": "13 weeks", "to_whom_when_payable": "Exhaustees who are not entitled to regular benefits, if they meet applicable eligibility requirements for regular benefits, are not subject to disqualification, and are not under a disqualification for regular benefits", "when_effective": "Triggers if IUR equals or exceeds 6%"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in California?", "answer": {"state": "CA", "name_of_extension": "California Training Benefits (CTB)", "duration": "Up to 52 x WBA, less regular UC and any extensions paid", "to_whom_when_payable": "Individuals who lack competitive job skills and who are enrolled in approved training for a demand occupation; individual must apply for or inquire about CTB program no later than the 16th week of receiving regular UC", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Connecticut?", "answer": {"state": "CT", "name_of_extension": "Additional Benefits", "duration": "13 weeks", "to_whom_when_payable": "Individuals who are not entitled to benefits under the federal-state EB program that week", "when_effective": "Triggers if an EB period is in effect"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Georgia?", "answer": {"state": "GA", "name_of_extension": "Training Extension", "duration": "14-20 weeks, less any deductible income", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation, including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent TUR for most recent 3 months must > 11%"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Hawaii?", "answer": {"state": "HI", "name_of_extension": "Additional Unemployment Compensation", "duration": "13 weeks", "to_whom_when_payable": "Unemployed as a result of natural or man-made disaster, as declared by the Governor; must exhaust regular UC, not qualify for UI monetarily, or be self-employed", "when_effective": "Must be approved by Governor"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Iowa?", "answer": {"state": "IA", "name_of_extension": "Business Closure Benefits", "duration": "13 weeks", "to_whom_when_payable": "If unemployed due to last employer going out of business, wage credits are recomputed up from \u2153 of wages for insured work to \u00bd", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Iowa?", "answer": {"state": "IA", "name_of_extension": "Training Extension Benefits (TEB)", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Idaho?", "answer": {"state": "ID", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation or have been involuntarily and indefinitely separated from employment as a result of a permanent reduction of operations.", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Maryland?", "answer": {"state": "MD", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are enrolled in and making satisfactory progress in an approved training program; payments limited to 1 year following end of benefit year", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Massachusetts?", "answer": {"state": "MA", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Attendees in an approved training course who, in opinion of Commissioner, will be aided in finding appropriate employment; only paid while attending such course and only if not eligible for TRA, exhausted all rights to regular UC and EB, and has no rights to benefits under any other state or federal law", "when_effective": "Determined by Commissioner"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Massachusetts?", "answer": {"state": "MA", "name_of_extension": "Locked Out Workers", "duration": "26 weeks", "to_whom_when_payable": "Individuals eligible due to an employer's lockout; extension limited to lesser of 26 weeks or the period of the lockout", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Maine?", "answer": {"state": "ME", "name_of_extension": "Dislocated Worker Benefits", "duration": "26 weeks", "to_whom_when_payable": "Must meet the definition of \"dislocated worker\" and be attending training approved by the UI Commission; must exhaust all rights to regular UC and EB, and have no rights to benefits under any other state or federal law", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Michigan?", "answer": {"state": "MI", "name_of_extension": "Extended Training or Retraining Benefits", "duration": "18 weeks", "to_whom_when_payable": "Must be in approved training, and is separate from TRA", "when_effective": "Optional \u2013 not currently in effect"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Minnesota?", "answer": {"state": "MN", "name_of_extension": "Additional Benefits", "duration": "13 weeks", "to_whom_when_payable": "If individual was laid off from main base period employer; that employer had 100 or more workers; employer laid off at least 50% of workforce; employer has no intentions of rehiring individual; individual exhausted regular UC; and facility is located in county with unemployment rate at least 10% from 3 months before to 3 months after layoff; individuals who have stopped working because of a lockout are eligible if the lockout is in active progress", "when_effective": "Permanent \u2013 Determined by Commissioner"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Montana?", "answer": {"state": "MT", "name_of_extension": "Additional Training Benefits", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Nebraska?", "answer": {"state": "NE", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in New Jersey?", "answer": {"state": "NJ", "name_of_extension": "Additional Benefits During Training", "duration": "26 weeks", "to_whom_when_payable": "Dislocated workers unlikely to return to previous employment because opportunities in the job classification are impaired due to substantial reduction in employment at worksite; training must be for a labor demand occupation and must be approved", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in New York?", "answer": {"state": "NY", "name_of_extension": "Additional Training Benefits", "duration": "104 effective days", "to_whom_when_payable": "Exhaustees of regular UC and, if in effect, any other extended benefits, provided that entitlement to a new benefit claim cannot be established; individual must be in approved training, separate from TRA", "when_effective": "Permanent \u2013 Subject to availability of funds"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Oregon?", "answer": {"state": "OR", "name_of_extension": "Supplemental Benefits \u2013 Dislocated Worker Program", "duration": "1-26 weeks", "to_whom_when_payable": "Eligible dislocated workers who are ineligible to receive extended benefits or additional benefits, and who are demonstrating satisfactory progress and attendance in the approved training", "when_effective": "Permanent \u2013 Additional eligibility requirements apply"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Oregon?", "answer": {"state": "OR", "name_of_extension": "Additional Benefits", "duration": "Up to 25% of most recent regular UC claim", "to_whom_when_payable": "Exhaustees of regular UC who continue to meet eligibility requirements for regular UC and are not eligible for any other unemployment benefits including any federal extensions; payable for weeks not within an EB period, not within a federal extension period, and when IUR equals or exceeds 4.5%", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Puerto Rico?", "answer": {"state": "PR", "name_of_extension": "Additional Benefits", "duration": "(20 x WBA plus 32 x additional WBA) less max. potential benefits payable in last BY", "to_whom_when_payable": "Individuals displaced due to technological progress and/or the permanent disappearance of an industry, establishment, or occupation; not for seasonal unemployment", "when_effective": "Permanent \u2013 Secretary determines if special unemployment situation exists"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Vermont?", "answer": {"state": "VT", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the name of the Additional Benefits (or extended benefits) program in Washington?", "answer": {"state": "WA", "name_of_extension": "Training Benefits Program", "duration": "52 x WBA less regular UC and EB paid", "to_whom_when_payable": "Unemployed individuals who are disabled, low-income, members of the Washington National Guard, or recently discharged from the military, and in need of full-time training in a demand occupation", "when_effective": "Permanent \u2013 Training benefits not payable for weeks more than 2 years beyond end of benefit year of regular claim"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Wisconsin?", "answer": {"state": "WI", "name_of_extension": "Wisconsin Supplemental Benefits", "duration": "8 weeks", "to_whom_when_payable": "Individual who has exhausted benefits; Wisconsin supplemental benefit period occurs when IUR is 4% and TUR is 5%", "when_effective": "Governor can elect to run this program or allow payment through federal-state EB program"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Alaska?", "answer": {"state": "AK", "name_of_extension": "Supplemental State Benefits", "duration": "13 weeks", "to_whom_when_payable": "Exhaustees of regular UC who satisfy the requirements for receipt of regular benefits and are ineligible for extended benefits solely because they do not meet EB earnings requirement of 40 x WBA or 1.5 HQW", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in California?", "answer": {"state": "CA", "name_of_extension": "Extended Duration Benefits", "duration": "13 weeks", "to_whom_when_payable": "Exhaustees who are not entitled to regular benefits, if they meet applicable eligibility requirements for regular benefits, are not subject to disqualification, and are not under a disqualification for regular benefits", "when_effective": "Triggers if IUR equals or exceeds 6%"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in California?", "answer": {"state": "CA", "name_of_extension": "California Training Benefits (CTB)", "duration": "Up to 52 x WBA, less regular UC and any extensions paid", "to_whom_when_payable": "Individuals who lack competitive job skills and who are enrolled in approved training for a demand occupation; individual must apply for or inquire about CTB program no later than the 16th week of receiving regular UC", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Connecticut?", "answer": {"state": "CT", "name_of_extension": "Additional Benefits", "duration": "13 weeks", "to_whom_when_payable": "Individuals who are not entitled to benefits under the federal-state EB program that week", "when_effective": "Triggers if an EB period is in effect"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Georgia?", "answer": {"state": "GA", "name_of_extension": "Training Extension", "duration": "14-20 weeks, less any deductible income", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation, including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent TUR for most recent 3 months must > 11%"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Hawaii?", "answer": {"state": "HI", "name_of_extension": "Additional Unemployment Compensation", "duration": "13 weeks", "to_whom_when_payable": "Unemployed as a result of natural or man-made disaster, as declared by the Governor; must exhaust regular UC, not qualify for UI monetarily, or be self-employed", "when_effective": "Must be approved by Governor"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Iowa?", "answer": {"state": "IA", "name_of_extension": "Business Closure Benefits", "duration": "13 weeks", "to_whom_when_payable": "If unemployed due to last employer going out of business, wage credits are recomputed up from \u2153 of wages for insured work to \u00bd", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Iowa?", "answer": {"state": "IA", "name_of_extension": "Training Extension Benefits (TEB)", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Idaho?", "answer": {"state": "ID", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation or have been involuntarily and indefinitely separated from employment as a result of a permanent reduction of operations.", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Maryland?", "answer": {"state": "MD", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are enrolled in and making satisfactory progress in an approved training program; payments limited to 1 year following end of benefit year", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Massachusetts?", "answer": {"state": "MA", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Attendees in an approved training course who, in opinion of Commissioner, will be aided in finding appropriate employment; only paid while attending such course and only if not eligible for TRA, exhausted all rights to regular UC and EB, and has no rights to benefits under any other state or federal law", "when_effective": "Determined by Commissioner"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Massachusetts?", "answer": {"state": "MA", "name_of_extension": "Locked Out Workers", "duration": "26 weeks", "to_whom_when_payable": "Individuals eligible due to an employer's lockout; extension limited to lesser of 26 weeks or the period of the lockout", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Maine?", "answer": {"state": "ME", "name_of_extension": "Dislocated Worker Benefits", "duration": "26 weeks", "to_whom_when_payable": "Must meet the definition of \"dislocated worker\" and be attending training approved by the UI Commission; must exhaust all rights to regular UC and EB, and have no rights to benefits under any other state or federal law", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Michigan?", "answer": {"state": "MI", "name_of_extension": "Extended Training or Retraining Benefits", "duration": "18 weeks", "to_whom_when_payable": "Must be in approved training, and is separate from TRA", "when_effective": "Optional \u2013 not currently in effect"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Minnesota?", "answer": {"state": "MN", "name_of_extension": "Additional Benefits", "duration": "13 weeks", "to_whom_when_payable": "If individual was laid off from main base period employer; that employer had 100 or more workers; employer laid off at least 50% of workforce; employer has no intentions of rehiring individual; individual exhausted regular UC; and facility is located in county with unemployment rate at least 10% from 3 months before to 3 months after layoff; individuals who have stopped working because of a lockout are eligible if the lockout is in active progress", "when_effective": "Permanent \u2013 Determined by Commissioner"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Montana?", "answer": {"state": "MT", "name_of_extension": "Additional Training Benefits", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Nebraska?", "answer": {"state": "NE", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in New Jersey?", "answer": {"state": "NJ", "name_of_extension": "Additional Benefits During Training", "duration": "26 weeks", "to_whom_when_payable": "Dislocated workers unlikely to return to previous employment because opportunities in the job classification are impaired due to substantial reduction in employment at worksite; training must be for a labor demand occupation and must be approved", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in New York?", "answer": {"state": "NY", "name_of_extension": "Additional Training Benefits", "duration": "104 effective days", "to_whom_when_payable": "Exhaustees of regular UC and, if in effect, any other extended benefits, provided that entitlement to a new benefit claim cannot be established; individual must be in approved training, separate from TRA", "when_effective": "Permanent \u2013 Subject to availability of funds"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Oregon?", "answer": {"state": "OR", "name_of_extension": "Supplemental Benefits \u2013 Dislocated Worker Program", "duration": "1-26 weeks", "to_whom_when_payable": "Eligible dislocated workers who are ineligible to receive extended benefits or additional benefits, and who are demonstrating satisfactory progress and attendance in the approved training", "when_effective": "Permanent \u2013 Additional eligibility requirements apply"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Oregon?", "answer": {"state": "OR", "name_of_extension": "Additional Benefits", "duration": "Up to 25% of most recent regular UC claim", "to_whom_when_payable": "Exhaustees of regular UC who continue to meet eligibility requirements for regular UC and are not eligible for any other unemployment benefits including any federal extensions; payable for weeks not within an EB period, not within a federal extension period, and when IUR equals or exceeds 4.5%", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Puerto Rico?", "answer": {"state": "PR", "name_of_extension": "Additional Benefits", "duration": "(20 x WBA plus 32 x additional WBA) less max. potential benefits payable in last BY", "to_whom_when_payable": "Individuals displaced due to technological progress and/or the permanent disappearance of an industry, establishment, or occupation; not for seasonal unemployment", "when_effective": "Permanent \u2013 Secretary determines if special unemployment situation exists"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Vermont?", "answer": {"state": "VT", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, what is the duration of benefits under the Additional Benefits program in Washington?", "answer": {"state": "WA", "name_of_extension": "Training Benefits Program", "duration": "52 x WBA less regular UC and EB paid", "to_whom_when_payable": "Unemployed individuals who are disabled, low-income, members of the Washington National Guard, or recently discharged from the military, and in need of full-time training in a demand occupation", "when_effective": "Permanent \u2013 Training benefits not payable for weeks more than 2 years beyond end of benefit year of regular claim"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Wisconsin?", "answer": {"state": "WI", "name_of_extension": "Wisconsin Supplemental Benefits", "duration": "8 weeks", "to_whom_when_payable": "Individual who has exhausted benefits; Wisconsin supplemental benefit period occurs when IUR is 4% and TUR is 5%", "when_effective": "Governor can elect to run this program or allow payment through federal-state EB program"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Alaska?", "answer": {"state": "AK", "name_of_extension": "Supplemental State Benefits", "duration": "13 weeks", "to_whom_when_payable": "Exhaustees of regular UC who satisfy the requirements for receipt of regular benefits and are ineligible for extended benefits solely because they do not meet EB earnings requirement of 40 x WBA or 1.5 HQW", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in California?", "answer": {"state": "CA", "name_of_extension": "Extended Duration Benefits", "duration": "13 weeks", "to_whom_when_payable": "Exhaustees who are not entitled to regular benefits, if they meet applicable eligibility requirements for regular benefits, are not subject to disqualification, and are not under a disqualification for regular benefits", "when_effective": "Triggers if IUR equals or exceeds 6%"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in California?", "answer": {"state": "CA", "name_of_extension": "California Training Benefits (CTB)", "duration": "Up to 52 x WBA, less regular UC and any extensions paid", "to_whom_when_payable": "Individuals who lack competitive job skills and who are enrolled in approved training for a demand occupation; individual must apply for or inquire about CTB program no later than the 16th week of receiving regular UC", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Connecticut?", "answer": {"state": "CT", "name_of_extension": "Additional Benefits", "duration": "13 weeks", "to_whom_when_payable": "Individuals who are not entitled to benefits under the federal-state EB program that week", "when_effective": "Triggers if an EB period is in effect"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Georgia?", "answer": {"state": "GA", "name_of_extension": "Training Extension", "duration": "14-20 weeks, less any deductible income", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation, including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent TUR for most recent 3 months must > 11%"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Hawaii?", "answer": {"state": "HI", "name_of_extension": "Additional Unemployment Compensation", "duration": "13 weeks", "to_whom_when_payable": "Unemployed as a result of natural or man-made disaster, as declared by the Governor; must exhaust regular UC, not qualify for UI monetarily, or be self-employed", "when_effective": "Must be approved by Governor"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Iowa?", "answer": {"state": "IA", "name_of_extension": "Business Closure Benefits", "duration": "13 weeks", "to_whom_when_payable": "If unemployed due to last employer going out of business, wage credits are recomputed up from \u2153 of wages for insured work to \u00bd", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Iowa?", "answer": {"state": "IA", "name_of_extension": "Training Extension Benefits (TEB)", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Idaho?", "answer": {"state": "ID", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation or have been involuntarily and indefinitely separated from employment as a result of a permanent reduction of operations.", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Maryland?", "answer": {"state": "MD", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are enrolled in and making satisfactory progress in an approved training program; payments limited to 1 year following end of benefit year", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Massachusetts?", "answer": {"state": "MA", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Attendees in an approved training course who, in opinion of Commissioner, will be aided in finding appropriate employment; only paid while attending such course and only if not eligible for TRA, exhausted all rights to regular UC and EB, and has no rights to benefits under any other state or federal law", "when_effective": "Determined by Commissioner"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Massachusetts?", "answer": {"state": "MA", "name_of_extension": "Locked Out Workers", "duration": "26 weeks", "to_whom_when_payable": "Individuals eligible due to an employer's lockout; extension limited to lesser of 26 weeks or the period of the lockout", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Maine?", "answer": {"state": "ME", "name_of_extension": "Dislocated Worker Benefits", "duration": "26 weeks", "to_whom_when_payable": "Must meet the definition of \"dislocated worker\" and be attending training approved by the UI Commission; must exhaust all rights to regular UC and EB, and have no rights to benefits under any other state or federal law", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Michigan?", "answer": {"state": "MI", "name_of_extension": "Extended Training or Retraining Benefits", "duration": "18 weeks", "to_whom_when_payable": "Must be in approved training, and is separate from TRA", "when_effective": "Optional \u2013 not currently in effect"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Minnesota?", "answer": {"state": "MN", "name_of_extension": "Additional Benefits", "duration": "13 weeks", "to_whom_when_payable": "If individual was laid off from main base period employer; that employer had 100 or more workers; employer laid off at least 50% of workforce; employer has no intentions of rehiring individual; individual exhausted regular UC; and facility is located in county with unemployment rate at least 10% from 3 months before to 3 months after layoff; individuals who have stopped working because of a lockout are eligible if the lockout is in active progress", "when_effective": "Permanent \u2013 Determined by Commissioner"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Montana?", "answer": {"state": "MT", "name_of_extension": "Additional Training Benefits", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Nebraska?", "answer": {"state": "NE", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in New Jersey?", "answer": {"state": "NJ", "name_of_extension": "Additional Benefits During Training", "duration": "26 weeks", "to_whom_when_payable": "Dislocated workers unlikely to return to previous employment because opportunities in the job classification are impaired due to substantial reduction in employment at worksite; training must be for a labor demand occupation and must be approved", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in New York?", "answer": {"state": "NY", "name_of_extension": "Additional Training Benefits", "duration": "104 effective days", "to_whom_when_payable": "Exhaustees of regular UC and, if in effect, any other extended benefits, provided that entitlement to a new benefit claim cannot be established; individual must be in approved training, separate from TRA", "when_effective": "Permanent \u2013 Subject to availability of funds"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Oregon?", "answer": {"state": "OR", "name_of_extension": "Supplemental Benefits \u2013 Dislocated Worker Program", "duration": "1-26 weeks", "to_whom_when_payable": "Eligible dislocated workers who are ineligible to receive extended benefits or additional benefits, and who are demonstrating satisfactory progress and attendance in the approved training", "when_effective": "Permanent \u2013 Additional eligibility requirements apply"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Oregon?", "answer": {"state": "OR", "name_of_extension": "Additional Benefits", "duration": "Up to 25% of most recent regular UC claim", "to_whom_when_payable": "Exhaustees of regular UC who continue to meet eligibility requirements for regular UC and are not eligible for any other unemployment benefits including any federal extensions; payable for weeks not within an EB period, not within a federal extension period, and when IUR equals or exceeds 4.5%", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Puerto Rico?", "answer": {"state": "PR", "name_of_extension": "Additional Benefits", "duration": "(20 x WBA plus 32 x additional WBA) less max. potential benefits payable in last BY", "to_whom_when_payable": "Individuals displaced due to technological progress and/or the permanent disappearance of an industry, establishment, or occupation; not for seasonal unemployment", "when_effective": "Permanent \u2013 Secretary determines if special unemployment situation exists"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Vermont?", "answer": {"state": "VT", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, to whom and when are the Additional Benefits payable in Washington?", "answer": {"state": "WA", "name_of_extension": "Training Benefits Program", "duration": "52 x WBA less regular UC and EB paid", "to_whom_when_payable": "Unemployed individuals who are disabled, low-income, members of the Washington National Guard, or recently discharged from the military, and in need of full-time training in a demand occupation", "when_effective": "Permanent \u2013 Training benefits not payable for weeks more than 2 years beyond end of benefit year of regular claim"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Wisconsin?", "answer": {"state": "WI", "name_of_extension": "Wisconsin Supplemental Benefits", "duration": "8 weeks", "to_whom_when_payable": "Individual who has exhausted benefits; Wisconsin supplemental benefit period occurs when IUR is 4% and TUR is 5%", "when_effective": "Governor can elect to run this program or allow payment through federal-state EB program"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Alaska?", "answer": {"state": "AK", "name_of_extension": "Supplemental State Benefits", "duration": "13 weeks", "to_whom_when_payable": "Exhaustees of regular UC who satisfy the requirements for receipt of regular benefits and are ineligible for extended benefits solely because they do not meet EB earnings requirement of 40 x WBA or 1.5 HQW", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in California?", "answer": {"state": "CA", "name_of_extension": "Extended Duration Benefits", "duration": "13 weeks", "to_whom_when_payable": "Exhaustees who are not entitled to regular benefits, if they meet applicable eligibility requirements for regular benefits, are not subject to disqualification, and are not under a disqualification for regular benefits", "when_effective": "Triggers if IUR equals or exceeds 6%"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in California?", "answer": {"state": "CA", "name_of_extension": "California Training Benefits (CTB)", "duration": "Up to 52 x WBA, less regular UC and any extensions paid", "to_whom_when_payable": "Individuals who lack competitive job skills and who are enrolled in approved training for a demand occupation; individual must apply for or inquire about CTB program no later than the 16th week of receiving regular UC", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Connecticut?", "answer": {"state": "CT", "name_of_extension": "Additional Benefits", "duration": "13 weeks", "to_whom_when_payable": "Individuals who are not entitled to benefits under the federal-state EB program that week", "when_effective": "Triggers if an EB period is in effect"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Georgia?", "answer": {"state": "GA", "name_of_extension": "Training Extension", "duration": "14-20 weeks, less any deductible income", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation, including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent TUR for most recent 3 months must > 11%"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Hawaii?", "answer": {"state": "HI", "name_of_extension": "Additional Unemployment Compensation", "duration": "13 weeks", "to_whom_when_payable": "Unemployed as a result of natural or man-made disaster, as declared by the Governor; must exhaust regular UC, not qualify for UI monetarily, or be self-employed", "when_effective": "Must be approved by Governor"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Iowa?", "answer": {"state": "IA", "name_of_extension": "Business Closure Benefits", "duration": "13 weeks", "to_whom_when_payable": "If unemployed due to last employer going out of business, wage credits are recomputed up from \u2153 of wages for insured work to \u00bd", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Iowa?", "answer": {"state": "IA", "name_of_extension": "Training Extension Benefits (TEB)", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Idaho?", "answer": {"state": "ID", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation or have been involuntarily and indefinitely separated from employment as a result of a permanent reduction of operations.", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Maryland?", "answer": {"state": "MD", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are enrolled in and making satisfactory progress in an approved training program; payments limited to 1 year following end of benefit year", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Massachusetts?", "answer": {"state": "MA", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Attendees in an approved training course who, in opinion of Commissioner, will be aided in finding appropriate employment; only paid while attending such course and only if not eligible for TRA, exhausted all rights to regular UC and EB, and has no rights to benefits under any other state or federal law", "when_effective": "Determined by Commissioner"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Massachusetts?", "answer": {"state": "MA", "name_of_extension": "Locked Out Workers", "duration": "26 weeks", "to_whom_when_payable": "Individuals eligible due to an employer's lockout; extension limited to lesser of 26 weeks or the period of the lockout", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Maine?", "answer": {"state": "ME", "name_of_extension": "Dislocated Worker Benefits", "duration": "26 weeks", "to_whom_when_payable": "Must meet the definition of \"dislocated worker\" and be attending training approved by the UI Commission; must exhaust all rights to regular UC and EB, and have no rights to benefits under any other state or federal law", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Michigan?", "answer": {"state": "MI", "name_of_extension": "Extended Training or Retraining Benefits", "duration": "18 weeks", "to_whom_when_payable": "Must be in approved training, and is separate from TRA", "when_effective": "Optional \u2013 not currently in effect"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Minnesota?", "answer": {"state": "MN", "name_of_extension": "Additional Benefits", "duration": "13 weeks", "to_whom_when_payable": "If individual was laid off from main base period employer; that employer had 100 or more workers; employer laid off at least 50% of workforce; employer has no intentions of rehiring individual; individual exhausted regular UC; and facility is located in county with unemployment rate at least 10% from 3 months before to 3 months after layoff; individuals who have stopped working because of a lockout are eligible if the lockout is in active progress", "when_effective": "Permanent \u2013 Determined by Commissioner"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Montana?", "answer": {"state": "MT", "name_of_extension": "Additional Training Benefits", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Nebraska?", "answer": {"state": "NE", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in New Jersey?", "answer": {"state": "NJ", "name_of_extension": "Additional Benefits During Training", "duration": "26 weeks", "to_whom_when_payable": "Dislocated workers unlikely to return to previous employment because opportunities in the job classification are impaired due to substantial reduction in employment at worksite; training must be for a labor demand occupation and must be approved", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in New York?", "answer": {"state": "NY", "name_of_extension": "Additional Training Benefits", "duration": "104 effective days", "to_whom_when_payable": "Exhaustees of regular UC and, if in effect, any other extended benefits, provided that entitlement to a new benefit claim cannot be established; individual must be in approved training, separate from TRA", "when_effective": "Permanent \u2013 Subject to availability of funds"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Oregon?", "answer": {"state": "OR", "name_of_extension": "Supplemental Benefits \u2013 Dislocated Worker Program", "duration": "1-26 weeks", "to_whom_when_payable": "Eligible dislocated workers who are ineligible to receive extended benefits or additional benefits, and who are demonstrating satisfactory progress and attendance in the approved training", "when_effective": "Permanent \u2013 Additional eligibility requirements apply"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Oregon?", "answer": {"state": "OR", "name_of_extension": "Additional Benefits", "duration": "Up to 25% of most recent regular UC claim", "to_whom_when_payable": "Exhaustees of regular UC who continue to meet eligibility requirements for regular UC and are not eligible for any other unemployment benefits including any federal extensions; payable for weeks not within an EB period, not within a federal extension period, and when IUR equals or exceeds 4.5%", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Puerto Rico?", "answer": {"state": "PR", "name_of_extension": "Additional Benefits", "duration": "(20 x WBA plus 32 x additional WBA) less max. potential benefits payable in last BY", "to_whom_when_payable": "Individuals displaced due to technological progress and/or the permanent disappearance of an industry, establishment, or occupation; not for seasonal unemployment", "when_effective": "Permanent \u2013 Secretary determines if special unemployment situation exists"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Vermont?", "answer": {"state": "VT", "name_of_extension": "Training Extension", "duration": "26 weeks", "to_whom_when_payable": "Individuals who are separated from a declining occupation and have exhausted all rights to regular unemployment compensation including extensions, and who are enrolled in and making satisfactory progress in an approved training program that prepares individuals for entry into a high-demand occupation", "when_effective": "Permanent"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-4", "question": "Given the description above, when does the Additional Benefits program become effective in Washington?", "answer": {"state": "WA", "name_of_extension": "Training Benefits Program", "duration": "52 x WBA less regular UC and EB paid", "to_whom_when_payable": "Unemployed individuals who are disabled, low-income, members of the Washington National Guard, or recently discharged from the military, and in need of full-time training in a demand occupation", "when_effective": "Permanent \u2013 Training benefits not payable for weeks more than 2 years beyond end of benefit year of regular claim"}, "prompt_context": "STATE ADDITIONAL BENEFITS (AB) A number of states have provisions for extending the potential duration of benefits during periods of high unemployment for individuals who exhaust regular UC and meet certain criteria, such as being enrolled in approved training. Although some state laws call these programs \u201cextended benefits,\u201d this publication uses the term \u201cadditional benefits\u201d to avoid confusion with the federal-state EB program. \nThe following table includes information about states that have AB programs funded via their unemployment fund \u2013 AB programs funded through other means, such as state general funds, are not included. Caution should be taken in using the following table because: 1) some AB programs may be subject to annual legislative appropriations and may not be in effect; and 2) short-term AB programs will not be included if their legislative authorization expired prior to publication."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Wisconsin?", "answer": {"state": "WI", "period_of_approved_plan": "6 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "6 months"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Wyoming?", "answer": {"state": "WY", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Arizona?", "answer": {"state": "AZ", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "26 weeks (limitation does not apply if state IUR consisting of the week and the preceding 12 weeks is \u2265 4%)"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Arkansas?", "answer": {"state": "AR", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "25 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in California?", "answer": {"state": "CA", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Colorado?", "answer": {"state": "CO", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Connecticut?", "answer": {"state": "CT", "period_of_approved_plan": "26 weeks (with 26-week extension possible)", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in District of Columbia?", "answer": {"state": "DC", "period_of_approved_plan": "365 days", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Florida?", "answer": {"state": "FL", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Georgia?", "answer": {"state": "GA", "period_of_approved_plan": "n/a", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "n/a"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Iowa?", "answer": {"state": "IA", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "20% - 50%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Illinois?", "answer": {"state": "IL", "period_of_approved_plan": "12 months", "required_reduction_of_work": "20% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Kansas?", "answer": {"state": "KS", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Maine?", "answer": {"state": "ME", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Maryland?", "answer": {"state": "MD", "period_of_approved_plan": "6 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Massachusetts?", "answer": {"state": "MA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Michigan?", "answer": {"state": "MI", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "15% - 45%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Minnesota?", "answer": {"state": "MN", "period_of_approved_plan": "At least 2 months, but not more than 1 year", "required_reduction_of_work": "20% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Missouri?", "answer": {"state": "MO", "period_of_approved_plan": "12 months", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Nebraska?", "answer": {"state": "NE", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in New Hampshire?", "answer": {"state": "NH", "period_of_approved_plan": "26 weeks", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in New Jersey?", "answer": {"state": "NJ", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in New York?", "answer": {"state": "NY", "period_of_approved_plan": "53 weeks", "required_reduction_of_work": "20% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Ohio?", "answer": {"state": "OH", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Oregon?", "answer": {"state": "OR", "period_of_approved_plan": "1 year", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Pennsylvania?", "answer": {"state": "PA", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Rhode Island?", "answer": {"state": "RI", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Texas?", "answer": {"state": "TX", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Virginia?", "answer": {"state": "VA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the period of an approved Short-Time Compensation (STC) plan in Washington?", "answer": {"state": "WA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Wisconsin?", "answer": {"state": "WI", "period_of_approved_plan": "6 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "6 months"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Wyoming?", "answer": {"state": "WY", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Arizona?", "answer": {"state": "AZ", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "26 weeks (limitation does not apply if state IUR consisting of the week and the preceding 12 weeks is \u2265 4%)"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Arkansas?", "answer": {"state": "AR", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "25 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in California?", "answer": {"state": "CA", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Colorado?", "answer": {"state": "CO", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Connecticut?", "answer": {"state": "CT", "period_of_approved_plan": "26 weeks (with 26-week extension possible)", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in District of Columbia?", "answer": {"state": "DC", "period_of_approved_plan": "365 days", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Florida?", "answer": {"state": "FL", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Georgia?", "answer": {"state": "GA", "period_of_approved_plan": "n/a", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "n/a"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Iowa?", "answer": {"state": "IA", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "20% - 50%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Illinois?", "answer": {"state": "IL", "period_of_approved_plan": "12 months", "required_reduction_of_work": "20% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Kansas?", "answer": {"state": "KS", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Maine?", "answer": {"state": "ME", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Maryland?", "answer": {"state": "MD", "period_of_approved_plan": "6 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Massachusetts?", "answer": {"state": "MA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Michigan?", "answer": {"state": "MI", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "15% - 45%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Minnesota?", "answer": {"state": "MN", "period_of_approved_plan": "At least 2 months, but not more than 1 year", "required_reduction_of_work": "20% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Missouri?", "answer": {"state": "MO", "period_of_approved_plan": "12 months", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Nebraska?", "answer": {"state": "NE", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in New Hampshire?", "answer": {"state": "NH", "period_of_approved_plan": "26 weeks", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in New Jersey?", "answer": {"state": "NJ", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in New York?", "answer": {"state": "NY", "period_of_approved_plan": "53 weeks", "required_reduction_of_work": "20% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Ohio?", "answer": {"state": "OH", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Oregon?", "answer": {"state": "OR", "period_of_approved_plan": "1 year", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Pennsylvania?", "answer": {"state": "PA", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Rhode Island?", "answer": {"state": "RI", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Texas?", "answer": {"state": "TX", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Virginia?", "answer": {"state": "VA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the required reduction of work hours (as a range of percentages) for employees participating in an STC plan in Washington?", "answer": {"state": "WA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Wisconsin?", "answer": {"state": "WI", "period_of_approved_plan": "6 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "6 months"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Wyoming?", "answer": {"state": "WY", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Arizona?", "answer": {"state": "AZ", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "26 weeks (limitation does not apply if state IUR consisting of the week and the preceding 12 weeks is \u2265 4%)"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Arkansas?", "answer": {"state": "AR", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "25 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in California?", "answer": {"state": "CA", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Colorado?", "answer": {"state": "CO", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Connecticut?", "answer": {"state": "CT", "period_of_approved_plan": "26 weeks (with 26-week extension possible)", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in District of Columbia?", "answer": {"state": "DC", "period_of_approved_plan": "365 days", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Florida?", "answer": {"state": "FL", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Georgia?", "answer": {"state": "GA", "period_of_approved_plan": "n/a", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "n/a"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Iowa?", "answer": {"state": "IA", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "20% - 50%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Illinois?", "answer": {"state": "IL", "period_of_approved_plan": "12 months", "required_reduction_of_work": "20% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Kansas?", "answer": {"state": "KS", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Maine?", "answer": {"state": "ME", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Maryland?", "answer": {"state": "MD", "period_of_approved_plan": "6 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Massachusetts?", "answer": {"state": "MA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Michigan?", "answer": {"state": "MI", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "15% - 45%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Minnesota?", "answer": {"state": "MN", "period_of_approved_plan": "At least 2 months, but not more than 1 year", "required_reduction_of_work": "20% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Missouri?", "answer": {"state": "MO", "period_of_approved_plan": "12 months", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Nebraska?", "answer": {"state": "NE", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in New Hampshire?", "answer": {"state": "NH", "period_of_approved_plan": "26 weeks", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in New Jersey?", "answer": {"state": "NJ", "period_of_approved_plan": "1 year", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in New York?", "answer": {"state": "NY", "period_of_approved_plan": "53 weeks", "required_reduction_of_work": "20% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Ohio?", "answer": {"state": "OH", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Oregon?", "answer": {"state": "OR", "period_of_approved_plan": "1 year", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Pennsylvania?", "answer": {"state": "PA", "period_of_approved_plan": "52 weeks", "required_reduction_of_work": "20% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Rhode Island?", "answer": {"state": "RI", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Texas?", "answer": {"state": "TX", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 40%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Virginia?", "answer": {"state": "VA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 60%", "maximum_number_of_weeks_payable": "26 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "4-6", "question": "Given the description above, what is the maximum number of weeks payable under an STC plan in Washington?", "answer": {"state": "WA", "period_of_approved_plan": "12 months", "required_reduction_of_work": "10% - 50%", "maximum_number_of_weeks_payable": "52 weeks"}, "prompt_context": "SHORT-TIME COMPENSATION (STC) \nThe STC program (also known as \u201cworksharing\u201d or \u201cshared work\u201d) is a lay-off aversion program in which an employer, under a state-approved plan, reduces the number of work hours for a group of employees and, in turn, the employees receive a pro-rated unemployment benefit payment. The STC program maintains the connection between employees and employers by allowing certain work activities to continue, thereby ensuring that these workers will be available to resume prior employment when business demand increases. In addition, the STC unemployment benefit cushions the negative economic impact to workers who experience a reduction in work hours. Whereas partial benefit formulas look at individuals\u2019 earnings (refer to Table 3-8, Partial Unemployment and Earnings Disregarded when Determining Weekly Benefit), STC provides a pro-rata share of an individual\u2019s weekly benefit amount based on the group\u2019s reduction in weekly hours of work. \nStates are not required to enact an STC program; however, states may not operate an STC program that does not conform to the definition found in FUTA. For example, FUTA requires that the reduction in the affected employees\u2019 (also known as \u201caffected unit\u201d) work week is at least 10 percent and not more than 60 percent. State law may provide for a more narrow range within this window. Additionally, the STC plan must provide that employers will maintain (to the same extent as for other employees not participating in the STC program) certain specified health benefits and retirement benefits for employees in the affected unit, despite the reduced hours. Most states do not allow seasonal employees to participate in an employer\u2019s STC plan. Several states require that employers continue to file wage reports and pay contributions as a condition of participation. Many states require the employees\u2019 union to agree to an STC plan if the employer is unionized."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Alabama?", "answer": {"state": "AL", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Arizona?", "answer": {"state": "AZ", "basis": "L, R"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Arkansas?", "answer": {"state": "AR", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Colorado?", "answer": {"state": "CO", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Connecticut?", "answer": {"state": "CT", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Delaware?", "answer": {"state": "DE", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in District of Columbia?", "answer": {"state": "DC", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Florida?", "answer": {"state": "FL", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Georgia?", "answer": {"state": "GA", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Idaho?", "answer": {"state": "ID", "basis": "L, R"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Illinois?", "answer": {"state": "IL", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Indiana?", "answer": {"state": "IN", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Iowa?", "answer": {"state": "IA", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Kansas?", "answer": {"state": "KS", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Kentucky?", "answer": {"state": "KY", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Louisiana?", "answer": {"state": "LA", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Maine?", "answer": {"state": "ME", "basis": "L, R"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Maryland?", "answer": {"state": "MD", "basis": "I"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Massachusetts?", "answer": {"state": "MA", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Michigan?", "answer": {"state": "MI", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Minnesota?", "answer": {"state": "MN", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Missouri?", "answer": {"state": "MO", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Montana?", "answer": {"state": "MT", "basis": "L, R"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Nebraska?", "answer": {"state": "NE", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in New Hampshire?", "answer": {"state": "NH", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in New Jersey?", "answer": {"state": "NJ", "basis": "L, R"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in New Mexico?", "answer": {"state": "NM", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in North Carolina?", "answer": {"state": "NC", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in North Dakota?", "answer": {"state": "ND", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Oklahoma?", "answer": {"state": "OK", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Puerto Rico?", "answer": {"state": "PR", "basis": "I"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in South Carolina?", "answer": {"state": "SC", "basis": "I"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in South Dakota?", "answer": {"state": "SD", "basis": "I"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Tennessee?", "answer": {"state": "TN", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Texas?", "answer": {"state": "TX", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Vermont?", "answer": {"state": "VT", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Washington?", "answer": {"state": "WA", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in West Virginia?", "answer": {"state": "WV", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Wisconsin?", "answer": {"state": "WI", "basis": "I"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-1", "question": "Given the description above, what is the legal basis (that is law (L), regulation (R), interpretation or policy (I), or a combination) for the work-connected good cause provision in Wyoming?", "answer": {"state": "WY", "basis": "L"}, "prompt_context": "SEPARATIONS FROM EMPLOYMENT \nThe reason for a separation is one factor of many, used to determine nonmonetary eligibility. For example, an individual who left work because of illness or to take care of a family member who is ill may have a qualifying job separation under state law, however, the individual may not be able to work or available to work. This ineligibility, because the individual is not able to work or available to work, would last only until the individual was again able and available. Generally, separations from employment are grouped into two categories: Voluntary and Involuntary. Below we will explore the differences between the two types under various state laws. \nVOLUNTARILY SEPARATIONS\u2014The UC program is designed to compensate wage loss due to a separation from work for which the individual is not at fault or has good cause for leaving. Voluntarily leaving work without good cause is a reason for disqualification from benefits under all states\u2019 laws, though the definition of \u201cgood cause\u201d varies by state. \nGood Cause for Voluntarily Leaving\u2014In all states, individuals who leave work voluntarily must have had good cause to do so in order to avoid being disqualified from receiving benefits. The following tables are intended to provide a general overview of various good cause for voluntary leaving provisions in the states, but they are not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information. \nIn many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, a state may also interpret its law to include good personal cause. Because a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states that recognize good personal cause. For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause, but it would be necessary in a state restricting good cause to that which is related to the work. \nThe following table reflects states that have provisions allowing good cause for voluntarily leaving work due to reasons connected to the work."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Louisiana?", "answer": {"state": "LA", "provisions": "Using illegal drugs and nonprescribed controlled substances, on or off the job, and refusing to submit to drug testing pursuant to a written rule or policy on substance abuse"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Michigan?", "answer": {"state": "MI", "provisions": "Illegally ingesting a controlled substance on the employer's premises, for refusing to submit to a drug test that was required to be administered in a nondiscriminatory manner, or for testing positive on a drug test that was administered in a nondiscriminatory manner"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Missouri?", "answer": {"state": "MO", "provisions": "Any drug/alcohol use; positive pre-employment drug/alcohol test is considered misconduct"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Montana?", "answer": {"state": "MT", "provisions": "Testing positive or refusal to provide a test sample, in accordance with a written drug test policy that has been conveyed to employees. Excludes positive tests of marijuana and marijuana products by registered MT card holders."}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Nebraska?", "answer": {"state": "NE", "provisions": "Being under the influence of an intoxicating beverage or controlled substance (non-prescribed) while on the worksite or engaged in work"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in New Hampshire?", "answer": {"state": "NH", "provisions": "Intoxication or use of drugs that interferes with work"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in New Jersey?", "answer": {"state": "NJ", "provisions": "Testing positive or refusal to provide a test sample, in accordance with a written drug test policy that has been conveyed to employees"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Oklahoma?", "answer": {"state": "OK", "provisions": "Refusing to undergo drug or alcohol testing, or having tested positive for drugs or alcohol"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Oregon?", "answer": {"state": "OR", "provisions": "Failing or refusing to take a drug or alcohol test as required by employer's written policy; being under the influence of intoxicants while performing services for the employer; possessing a drug unlawfully; testing positive for alcohol or an unlawful drug in connection with employment; or refusing to enter into/violating terms of a last-chance agreement with employer; not disqualified if participating in a recognized rehabilitation program within 10 days of separation"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Pennsylvania?", "answer": {"state": "PA", "provisions": "Failing to submit to and/or pass a drug test conducted pursuant to an employer's established substance abuse policy, provided that the drug test is not requested or implemented in violation of the law or a collective bargaining agreement"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in South Carolina?", "answer": {"state": "SC", "provisions": "Failing or refusing to take a drug test or submitting to a drug test which tests positive for illegal drugs or legal drugs used unlawfully"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Tennessee?", "answer": {"state": "TN", "provisions": "Failing to submit to and/or pass a drug or alcohol test"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Utah?", "answer": {"state": "UT", "provisions": "A positive alcohol test result or refusal to provide a sample (drug or alcohol) consistent with the employer's written drug and alcohol policy"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in West Virginia?", "answer": {"state": "WV", "provisions": "Reporting to work in an intoxicated condition or under the influence of any controlled substance without a valid prescription; for being intoxicated or under the influence of any controlled substance without a valid prescription while at work; for manipulating a sample or specimen to thwart a lawfully required drug or alcohol test; for refusal to submit to random drug testing for employees in safety-sensitive positions"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Virginia?", "answer": {"state": "VA", "provisions": "A positive test for a nonprescribed controlled substance, confirmed by a qualified drug screen conducted in accordance with the employer's bona fide drug policy"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Alabama?", "answer": {"state": "AL", "provisions": "Testing positive for illegal drugs after being warned of possible dismissal, for refusing to undergo drug testing, or for knowingly altering a blood or urine specimen"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Alaska?", "answer": {"state": "AK", "provisions": "Reporting to work under the influence of drugs/alcohol, consumption on the employer's premises during work hours, or violation of employer's policy as long as policy meets statutory requirements"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Arizona?", "answer": {"state": "AZ", "provisions": "Refusing to undergo drug or alcohol testing, or having tested positive for drugs or alcohol"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Arkansas?", "answer": {"state": "AR", "provisions": "Drinking on the job or reporting for work while under the influence of intoxicants, including a controlled substance; if discharged for testing positive for an illegal drug"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in California?", "answer": {"state": "CA", "provisions": "Chronic absenteeism due to intoxication, reporting to work while intoxicated, using intoxicants on the job, or gross neglect of duty while intoxicated, when any of these incidents is caused by an irresistible compulsion to use intoxicants; also disqualified if individual quit for reasons caused by an irresistible compulsion to use intoxicants"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Connecticut?", "answer": {"state": "CT", "provisions": "If discharged or suspended due to being disqualified from performing work under state or federal law for which hired as a result of a drug or alcohol testing program mandated and conducted by such law. If by medical or professional evidence or testimony an individual is found to be physically addicted to alcohol or drugs, the misconduct is not deemed intentional, or deliberate, or reckless, and therefore not willful misconduct."}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Florida?", "answer": {"state": "FL", "provisions": "Drug use, as evidenced by a positive, confirmed drug test"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Georgia?", "answer": {"state": "GA", "provisions": "Violating an employer's drug-free workplace policy"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Illinois?", "answer": {"state": "IL", "provisions": "Consuming alcohol or illegal drugs, non-prescribed prescription drugs, or using an impairing substance in an off-label manner on the employer's premises during working hours in violation of the employer's policies, or showing up to work impaired during normal working hours"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Kansas?", "answer": {"state": "KS", "provisions": "Use or Impairment while working; testing positive under limited circumstances and requiring an on the job impact (by court decision); refusing to test; tampering with the test or diluting the test sample."}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-7", "question": "Given the description above, what are the provisions for discharging employees due to drug and/or alcohol-related issues in Kentucky?", "answer": {"state": "KY", "provisions": "Reporting to work under the influence of drugs/alcohol, or consuming them on employer's premises during working hours"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nMisconduct Related to Illegal Drug and Alcohol Use\u2014The following table includes information about states with provisions in their UC law dealing specifically with alcohol and/or illegal drugs, and testing for alcohol or illegal drugs."}
-{"table_id": "5-9", "question": "Given the description above, does New Jersey include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "NJ", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 weeks of covered work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "Any base period employer"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does New York include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "NY", "includes_other_than_last_employer": true, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "No days of unemployment deemed to occur for following 12 months if individual is convicted or signs statement admitting felonious act in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does North Dakota include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "ND", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Ohio include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "OH", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "Applies if unemployed because of dishonesty or felony in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Oregon include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "OR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does South Carolina include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "SC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Optional equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Utah include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "UT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "WS + 51", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All wage credits from the separating employer are canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Vermont include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "VT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Washington include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "WA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Greater of all hourly wage credits from employer involved or 680 hours of wage credits, canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does West Virginia include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "WV", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "30 days in covered work", "amount_of_benefits_reduced_or_canceled": null, "metadata": "Reduction or forfeiture of benefits is applicable to either most recent work or last 30-day employing unit"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Alabama include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "AL", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Alaska include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "AK", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 52, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "20 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Arkansas include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "AR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Wages in 2 quarters for insured work totaling not less than 35 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Colorado include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "CO", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does District of Columbia include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "DC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 weeks of work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Florida include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "FL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "Up to 52", "minimum_weeks_and_or_wages_to_requalify": "17 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Georgia include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "GA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "12 x WBA for physical injury/bodily harm or theft of $100 or less; 16 x WBA for Property loss or damage of $2000 or more, or theft of $100 or more", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Illinois include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "IL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Indiana include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "IN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Iowa include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "IA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Kansas include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "KS", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Louisiana include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "LA", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Maine include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "ME", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Greater of $600 or 8 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Maryland include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "MD", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "25 x WBA", "amount_of_benefits_reduced_or_canceled": null, "metadata": "3"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Michigan include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "MI", "includes_other_than_last_employer": true, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "In each of 13 weeks, earnings at least 1/13 of minimum qualifying high quarter amount", "amount_of_benefits_reduced_or_canceled": null, "metadata": "1, 4"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Minnesota include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "MN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Missouri include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "MO", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA for each disqualifying separation", "amount_of_benefits_reduced_or_canceled": "Optional", "metadata": "1, 5"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Montana include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "MT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Nebraska include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "NE", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does Nevada include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "NV", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, does New Hampshire include employers other than the last employer in determining disqualification for gross misconduct?", "answer": {"state": "NH", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "WS + 4-26", "minimum_weeks_and_or_wages_to_requalify": "5 weeks work in each of which earned 20% more than WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in New Jersey, if applicable?", "answer": {"state": "NJ", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 weeks of covered work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "Any base period employer"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in New York, if applicable?", "answer": {"state": "NY", "includes_other_than_last_employer": true, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "No days of unemployment deemed to occur for following 12 months if individual is convicted or signs statement admitting felonious act in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in North Dakota, if applicable?", "answer": {"state": "ND", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Ohio, if applicable?", "answer": {"state": "OH", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "Applies if unemployed because of dishonesty or felony in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Oregon, if applicable?", "answer": {"state": "OR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in South Carolina, if applicable?", "answer": {"state": "SC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Optional equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Utah, if applicable?", "answer": {"state": "UT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "WS + 51", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All wage credits from the separating employer are canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Vermont, if applicable?", "answer": {"state": "VT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Washington, if applicable?", "answer": {"state": "WA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Greater of all hourly wage credits from employer involved or 680 hours of wage credits, canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in West Virginia, if applicable?", "answer": {"state": "WV", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "30 days in covered work", "amount_of_benefits_reduced_or_canceled": null, "metadata": "Reduction or forfeiture of benefits is applicable to either most recent work or last 30-day employing unit"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Alabama, if applicable?", "answer": {"state": "AL", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Alaska, if applicable?", "answer": {"state": "AK", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 52, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "20 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Arkansas, if applicable?", "answer": {"state": "AR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Wages in 2 quarters for insured work totaling not less than 35 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Colorado, if applicable?", "answer": {"state": "CO", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in District of Columbia, if applicable?", "answer": {"state": "DC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 weeks of work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Florida, if applicable?", "answer": {"state": "FL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "Up to 52", "minimum_weeks_and_or_wages_to_requalify": "17 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Georgia, if applicable?", "answer": {"state": "GA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "12 x WBA for physical injury/bodily harm or theft of $100 or less; 16 x WBA for Property loss or damage of $2000 or more, or theft of $100 or more", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Illinois, if applicable?", "answer": {"state": "IL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Indiana, if applicable?", "answer": {"state": "IN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Iowa, if applicable?", "answer": {"state": "IA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Kansas, if applicable?", "answer": {"state": "KS", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Louisiana, if applicable?", "answer": {"state": "LA", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Maine, if applicable?", "answer": {"state": "ME", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Greater of $600 or 8 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Maryland, if applicable?", "answer": {"state": "MD", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "25 x WBA", "amount_of_benefits_reduced_or_canceled": null, "metadata": "3"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Michigan, if applicable?", "answer": {"state": "MI", "includes_other_than_last_employer": true, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "In each of 13 weeks, earnings at least 1/13 of minimum qualifying high quarter amount", "amount_of_benefits_reduced_or_canceled": null, "metadata": "1, 4"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Minnesota, if applicable?", "answer": {"state": "MN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Missouri, if applicable?", "answer": {"state": "MO", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA for each disqualifying separation", "amount_of_benefits_reduced_or_canceled": "Optional", "metadata": "1, 5"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Montana, if applicable?", "answer": {"state": "MT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Nebraska, if applicable?", "answer": {"state": "NE", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in Nevada, if applicable?", "answer": {"state": "NV", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any fixed number of weeks for disqualification for gross misconduct in New Hampshire, if applicable?", "answer": {"state": "NH", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "WS + 4-26", "minimum_weeks_and_or_wages_to_requalify": "5 weeks work in each of which earned 20% more than WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in New Jersey, if applicable?", "answer": {"state": "NJ", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 weeks of covered work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "Any base period employer"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in New York, if applicable?", "answer": {"state": "NY", "includes_other_than_last_employer": true, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "No days of unemployment deemed to occur for following 12 months if individual is convicted or signs statement admitting felonious act in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in North Dakota, if applicable?", "answer": {"state": "ND", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Ohio, if applicable?", "answer": {"state": "OH", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "Applies if unemployed because of dishonesty or felony in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Oregon, if applicable?", "answer": {"state": "OR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in South Carolina, if applicable?", "answer": {"state": "SC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Optional equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Utah, if applicable?", "answer": {"state": "UT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "WS + 51", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All wage credits from the separating employer are canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Vermont, if applicable?", "answer": {"state": "VT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Washington, if applicable?", "answer": {"state": "WA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Greater of all hourly wage credits from employer involved or 680 hours of wage credits, canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in West Virginia, if applicable?", "answer": {"state": "WV", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "30 days in covered work", "amount_of_benefits_reduced_or_canceled": null, "metadata": "Reduction or forfeiture of benefits is applicable to either most recent work or last 30-day employing unit"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Alabama, if applicable?", "answer": {"state": "AL", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Alaska, if applicable?", "answer": {"state": "AK", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 52, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "20 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Arkansas, if applicable?", "answer": {"state": "AR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Wages in 2 quarters for insured work totaling not less than 35 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Colorado, if applicable?", "answer": {"state": "CO", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in District of Columbia, if applicable?", "answer": {"state": "DC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 weeks of work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Florida, if applicable?", "answer": {"state": "FL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "Up to 52", "minimum_weeks_and_or_wages_to_requalify": "17 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Georgia, if applicable?", "answer": {"state": "GA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "12 x WBA for physical injury/bodily harm or theft of $100 or less; 16 x WBA for Property loss or damage of $2000 or more, or theft of $100 or more", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Illinois, if applicable?", "answer": {"state": "IL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Indiana, if applicable?", "answer": {"state": "IN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Iowa, if applicable?", "answer": {"state": "IA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Kansas, if applicable?", "answer": {"state": "KS", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Louisiana, if applicable?", "answer": {"state": "LA", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Maine, if applicable?", "answer": {"state": "ME", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Greater of $600 or 8 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Maryland, if applicable?", "answer": {"state": "MD", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "25 x WBA", "amount_of_benefits_reduced_or_canceled": null, "metadata": "3"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Michigan, if applicable?", "answer": {"state": "MI", "includes_other_than_last_employer": true, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "In each of 13 weeks, earnings at least 1/13 of minimum qualifying high quarter amount", "amount_of_benefits_reduced_or_canceled": null, "metadata": "1, 4"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Minnesota, if applicable?", "answer": {"state": "MN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Missouri, if applicable?", "answer": {"state": "MO", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA for each disqualifying separation", "amount_of_benefits_reduced_or_canceled": "Optional", "metadata": "1, 5"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Montana, if applicable?", "answer": {"state": "MT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Nebraska, if applicable?", "answer": {"state": "NE", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in Nevada, if applicable?", "answer": {"state": "NV", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any variable number of weeks for disqualification for gross misconduct in New Hampshire, if applicable?", "answer": {"state": "NH", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "WS + 4-26", "minimum_weeks_and_or_wages_to_requalify": "5 weeks work in each of which earned 20% more than WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in New Jersey, if applicable?", "answer": {"state": "NJ", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 weeks of covered work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "Any base period employer"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in New York, if applicable?", "answer": {"state": "NY", "includes_other_than_last_employer": true, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "No days of unemployment deemed to occur for following 12 months if individual is convicted or signs statement admitting felonious act in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in North Dakota, if applicable?", "answer": {"state": "ND", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Ohio, if applicable?", "answer": {"state": "OH", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "Applies if unemployed because of dishonesty or felony in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Oregon, if applicable?", "answer": {"state": "OR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in South Carolina, if applicable?", "answer": {"state": "SC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Optional equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Utah, if applicable?", "answer": {"state": "UT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "WS + 51", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All wage credits from the separating employer are canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Vermont, if applicable?", "answer": {"state": "VT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Washington, if applicable?", "answer": {"state": "WA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Greater of all hourly wage credits from employer involved or 680 hours of wage credits, canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in West Virginia, if applicable?", "answer": {"state": "WV", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "30 days in covered work", "amount_of_benefits_reduced_or_canceled": null, "metadata": "Reduction or forfeiture of benefits is applicable to either most recent work or last 30-day employing unit"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Alabama, if applicable?", "answer": {"state": "AL", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Alaska, if applicable?", "answer": {"state": "AK", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 52, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "20 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Arkansas, if applicable?", "answer": {"state": "AR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Wages in 2 quarters for insured work totaling not less than 35 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Colorado, if applicable?", "answer": {"state": "CO", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in District of Columbia, if applicable?", "answer": {"state": "DC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 weeks of work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Florida, if applicable?", "answer": {"state": "FL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "Up to 52", "minimum_weeks_and_or_wages_to_requalify": "17 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Georgia, if applicable?", "answer": {"state": "GA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "12 x WBA for physical injury/bodily harm or theft of $100 or less; 16 x WBA for Property loss or damage of $2000 or more, or theft of $100 or more", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Illinois, if applicable?", "answer": {"state": "IL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Indiana, if applicable?", "answer": {"state": "IN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Iowa, if applicable?", "answer": {"state": "IA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Kansas, if applicable?", "answer": {"state": "KS", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Louisiana, if applicable?", "answer": {"state": "LA", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Maine, if applicable?", "answer": {"state": "ME", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Greater of $600 or 8 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Maryland, if applicable?", "answer": {"state": "MD", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "25 x WBA", "amount_of_benefits_reduced_or_canceled": null, "metadata": "3"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Michigan, if applicable?", "answer": {"state": "MI", "includes_other_than_last_employer": true, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "In each of 13 weeks, earnings at least 1/13 of minimum qualifying high quarter amount", "amount_of_benefits_reduced_or_canceled": null, "metadata": "1, 4"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Minnesota, if applicable?", "answer": {"state": "MN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Missouri, if applicable?", "answer": {"state": "MO", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA for each disqualifying separation", "amount_of_benefits_reduced_or_canceled": "Optional", "metadata": "1, 5"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Montana, if applicable?", "answer": {"state": "MT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Nebraska, if applicable?", "answer": {"state": "NE", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in Nevada, if applicable?", "answer": {"state": "NV", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what are the minimum weeks and/or wages required to requalify for unemployment benefits for gross misconduct in New Hampshire, if applicable?", "answer": {"state": "NH", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "WS + 4-26", "minimum_weeks_and_or_wages_to_requalify": "5 weeks work in each of which earned 20% more than WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in New Jersey?", "answer": {"state": "NJ", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 weeks of covered work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "Any base period employer"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in New York?", "answer": {"state": "NY", "includes_other_than_last_employer": true, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "No days of unemployment deemed to occur for following 12 months if individual is convicted or signs statement admitting felonious act in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in North Dakota?", "answer": {"state": "ND", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Ohio?", "answer": {"state": "OH", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "Applies if unemployed because of dishonesty or felony in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Oregon?", "answer": {"state": "OR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in South Carolina?", "answer": {"state": "SC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Optional equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Utah?", "answer": {"state": "UT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "WS + 51", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All wage credits from the separating employer are canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Vermont?", "answer": {"state": "VT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Washington?", "answer": {"state": "WA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Greater of all hourly wage credits from employer involved or 680 hours of wage credits, canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in West Virginia?", "answer": {"state": "WV", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "30 days in covered work", "amount_of_benefits_reduced_or_canceled": null, "metadata": "Reduction or forfeiture of benefits is applicable to either most recent work or last 30-day employing unit"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Alabama?", "answer": {"state": "AL", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Alaska?", "answer": {"state": "AK", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 52, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "20 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Arkansas?", "answer": {"state": "AR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Wages in 2 quarters for insured work totaling not less than 35 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Colorado?", "answer": {"state": "CO", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in District of Columbia?", "answer": {"state": "DC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 weeks of work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Florida?", "answer": {"state": "FL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "Up to 52", "minimum_weeks_and_or_wages_to_requalify": "17 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Georgia?", "answer": {"state": "GA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "12 x WBA for physical injury/bodily harm or theft of $100 or less; 16 x WBA for Property loss or damage of $2000 or more, or theft of $100 or more", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Illinois?", "answer": {"state": "IL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Indiana?", "answer": {"state": "IN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Iowa?", "answer": {"state": "IA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Kansas?", "answer": {"state": "KS", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Louisiana?", "answer": {"state": "LA", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Maine?", "answer": {"state": "ME", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Greater of $600 or 8 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Maryland?", "answer": {"state": "MD", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "25 x WBA", "amount_of_benefits_reduced_or_canceled": null, "metadata": "3"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Michigan?", "answer": {"state": "MI", "includes_other_than_last_employer": true, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "In each of 13 weeks, earnings at least 1/13 of minimum qualifying high quarter amount", "amount_of_benefits_reduced_or_canceled": null, "metadata": "1, 4"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Minnesota?", "answer": {"state": "MN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Missouri?", "answer": {"state": "MO", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA for each disqualifying separation", "amount_of_benefits_reduced_or_canceled": "Optional", "metadata": "1, 5"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Montana?", "answer": {"state": "MT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Nebraska?", "answer": {"state": "NE", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in Nevada?", "answer": {"state": "NV", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, what amount of benefits are reduced or canceled if disqualification for gross misconduct occurs in New Hampshire?", "answer": {"state": "NH", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "WS + 4-26", "minimum_weeks_and_or_wages_to_requalify": "5 weeks work in each of which earned 20% more than WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in New Jersey?", "answer": {"state": "NJ", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 weeks of covered work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "Any base period employer"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in New York?", "answer": {"state": "NY", "includes_other_than_last_employer": true, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "No days of unemployment deemed to occur for following 12 months if individual is convicted or signs statement admitting felonious act in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in North Dakota?", "answer": {"state": "ND", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Ohio?", "answer": {"state": "OH", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "Applies if unemployed because of dishonesty or felony in connection with employment"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Oregon?", "answer": {"state": "OR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in South Carolina?", "answer": {"state": "SC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Optional equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Utah?", "answer": {"state": "UT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "WS + 51", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All wage credits from the separating employer are canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Vermont?", "answer": {"state": "VT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Washington?", "answer": {"state": "WA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Greater of all hourly wage credits from employer involved or 680 hours of wage credits, canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in West Virginia?", "answer": {"state": "WV", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "30 days in covered work", "amount_of_benefits_reduced_or_canceled": null, "metadata": "Reduction or forfeiture of benefits is applicable to either most recent work or last 30-day employing unit"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Alabama?", "answer": {"state": "AL", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Alaska?", "answer": {"state": "AK", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 52, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "20 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Arkansas?", "answer": {"state": "AR", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Wages in 2 quarters for insured work totaling not less than 35 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Colorado?", "answer": {"state": "CO", "includes_other_than_last_employer": false, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in District of Columbia?", "answer": {"state": "DC", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 weeks of work and wages equal to 10 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Florida?", "answer": {"state": "FL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "Up to 52", "minimum_weeks_and_or_wages_to_requalify": "17 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Georgia?", "answer": {"state": "GA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "12 x WBA for physical injury/bodily harm or theft of $100 or less; 16 x WBA for Property loss or damage of $2000 or more, or theft of $100 or more", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Illinois?", "answer": {"state": "IL", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Indiana?", "answer": {"state": "IN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "2"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Iowa?", "answer": {"state": "IA", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Kansas?", "answer": {"state": "KS", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Louisiana?", "answer": {"state": "LA", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "10 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled", "metadata": "1"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Maine?", "answer": {"state": "ME", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "Greater of $600 or 8 x WBA", "amount_of_benefits_reduced_or_canceled": null}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Maryland?", "answer": {"state": "MD", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "25 x WBA", "amount_of_benefits_reduced_or_canceled": null, "metadata": "3"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Michigan?", "answer": {"state": "MI", "includes_other_than_last_employer": true, "fixed_number_of_weeks": 26, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "In each of 13 weeks, earnings at least 1/13 of minimum qualifying high quarter amount", "amount_of_benefits_reduced_or_canceled": null, "metadata": "1, 4"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Minnesota?", "answer": {"state": "MN", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "8 x WBA", "amount_of_benefits_reduced_or_canceled": "Wages earned from employer involved canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Missouri?", "answer": {"state": "MO", "includes_other_than_last_employer": true, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": "6 x WBA for each disqualifying separation", "amount_of_benefits_reduced_or_canceled": "Optional", "metadata": "1, 5"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Montana?", "answer": {"state": "MT", "includes_other_than_last_employer": false, "fixed_number_of_weeks": "12 months", "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Equal"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Nebraska?", "answer": {"state": "NE", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in Nevada?", "answer": {"state": "NV", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": null, "minimum_weeks_and_or_wages_to_requalify": null, "amount_of_benefits_reduced_or_canceled": "Benefit rights based on any work involved canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-9", "question": "Given the description above, are there any additional metadata notes regarding disqualification for gross misconduct in New Hampshire?", "answer": {"state": "NH", "includes_other_than_last_employer": false, "fixed_number_of_weeks": null, "variable_number_of_weeks": "WS + 4-26", "minimum_weeks_and_or_wages_to_requalify": "5 weeks work in each of which earned 20% more than WBA", "amount_of_benefits_reduced_or_canceled": "All prior wage credits canceled", "metadata": "6"}, "prompt_context": "INVOLUNTARY SEPARATIONS\u2014A separation is considered involuntary in cases where there is a lack of work or reduction in force, or when an employer terminates the employment of an individual. In terminations from employment, the state looks to whether the individual engaged in misconduct to determine if the individual is eligible for UC. If a separation was not caused by any action or conduct of the individual, benefits would not be denied. \nGross Misconduct\u2014Some states provide greater disqualifications for certain types of misconduct. For purposes of this section, all of these greater disqualifications will be considered disqualifications for \u201cgross misconduct\u201d even if the state\u2019s law does not specifically use this term. States define gross misconduct in terms such as: \u2022 Discharge for dishonesty or an act constituting a crime or a felony in connection with the work, if the individual is convicted or signs a statement admitting the act; \u2022 Discharge for a dishonest or criminal act in connection with the work; \u2022 Discharge for dishonesty, intoxication (including a controlled substance), or willful violation of bona fide written rules or customs of the employer including those pertaining to safety, harassment, unprofessional conduct, or insubordination; \u2022 Assault or threatened assault upon supervisors, coworkers, or others at the work site; \u2022 Assault, bodily injury, property loss or damage amounting to at least $2,000, theft, sabotage, embezzlement, or falsification of employer\u2019s records; \u2022 Being placed on a disciplinary suspension; \u2022 Any act that would constitute a gross misdemeanor or felony; \u2022 Theft, fraud, intentional damage to property, intentional infliction of personal injury, or any conduct that constitutes a felony. Gross misconduct also includes the use of, or impairment from, alcohol or drugs by an individual while working, or a positive breath alcohol test or chemical test administered pursuant to specific requirements; \u2022 Conviction of a felony or misdemeanor in connection with work; and \u2022 Assault, theft, or willful destruction of property."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Kansas?", "answer": {"state": "KS", "duration_of_disqualification": "After all overpaid benefits, interest, penalties, costs, and fees are repaid, 1 year for first occurrence, 5 years any subsequent occurrence", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Kentucky?", "answer": {"state": "KY", "duration_of_disqualification": "Unreported earnings: W + additional weeks based on amount of unreported earnings (up to 52 W); nondisclosure of info other than wages: W + 26", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Louisiana?", "answer": {"state": "LA", "duration_of_disqualification": "For remainder of BY after commission of fraudulent act and then continuing for 52 weeks following determination of fraud", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Maine?", "answer": {"state": "ME", "duration_of_disqualification": "6 months - 1 year; for 3rd occurrence disqualification determined by the Commissioner", "benefits_reduced_or_canceled": false}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Maryland?", "answer": {"state": "MD", "duration_of_disqualification": "All benefits and interest repaid", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Massachusetts?", "answer": {"state": "MA", "duration_of_disqualification": "A compensable week for each week overpaid", "benefits_reduced_or_canceled": "25% of WBA"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Michigan?", "answer": {"state": "MI", "duration_of_disqualification": "Current BY and until such amounts are repaid or withheld", "benefits_reduced_or_canceled": "All base period wages canceled; benefits canceled in BY in which fraud occurred"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Minnesota?", "answer": {"state": "MN", "duration_of_disqualification": "13 \u2013 104 weeks", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Mississippi?", "answer": {"state": "MS", "duration_of_disqualification": "W + up to 52 weeks; first overpayment results in 6 weeks for each fraudulent week; any additional overpayment results in 12 weeks for each fraudulent week", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Missouri?", "answer": {"state": "MO", "duration_of_disqualification": "Up to current benefit year", "benefits_reduced_or_canceled": "All or part of wage credits prior to act canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Montana?", "answer": {"state": "MT", "duration_of_disqualification": "1 \u2013 52 weeks and until benefits are repaid", "benefits_reduced_or_canceled": false}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Nebraska?", "answer": {"state": "NE", "duration_of_disqualification": "Up to current benefit year", "benefits_reduced_or_canceled": "All or part of wage credits prior to act canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Nevada?", "answer": {"state": "NV", "duration_of_disqualification": "W + 1 \u2013 52 or until sum equal to all benefits received or paid plus any interest, penalties, or costs related to that sum is repaid, whichever is longer; period of disqualification will be fixed according to the circumstances in each case", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in New Hampshire?", "answer": {"state": "NH", "duration_of_disqualification": "4 \u2013 52 weeks; if convicted, 1 year after conviction; and until benefits are repaid or withheld", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in New Jersey?", "answer": {"state": "NJ", "duration_of_disqualification": "1 year", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in New Mexico?", "answer": {"state": "NM", "duration_of_disqualification": "Not more than 52 weeks", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in New York?", "answer": {"state": "NY", "duration_of_disqualification": "4 \u2013 80 days for which otherwise eligible", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in North Carolina?", "answer": {"state": "NC", "duration_of_disqualification": "52 weeks", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in North Dakota?", "answer": {"state": "ND", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Ohio?", "answer": {"state": "OH", "duration_of_disqualification": "Amount of fraudulent benefits must be repaid, and individual held ineligible for 2 otherwise valid weekly claims for each weekly claim canceled", "benefits_reduced_or_canceled": "2 penalty weeks are served for each week in which fraud occurred"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Oklahoma?", "answer": {"state": "OK", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": "BP or BY may not be established during period"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Oregon?", "answer": {"state": "OR", "duration_of_disqualification": "52 weeks; if convicted, until benefits are repaid or withheld", "benefits_reduced_or_canceled": "If convicted, all wage credits prior to conviction canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Pennsylvania?", "answer": {"state": "PA", "duration_of_disqualification": "2 weeks plus 1 week for each week of fraud or, if convicted of illegal receipt of benefits, 1 year after conviction and until benefits are withheld or repaid", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Puerto Rico?", "answer": {"state": "PR", "duration_of_disqualification": "W + 51 provided that criminal procedures have not been filed against individual", "benefits_reduced_or_canceled": false}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Rhode Island?", "answer": {"state": "RI", "duration_of_disqualification": "If convicted, 1 year after conviction", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in South Carolina?", "answer": {"state": "SC", "duration_of_disqualification": "W + 10 \u2013 52", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in South Dakota?", "answer": {"state": "SD", "duration_of_disqualification": "Benefits denied for weeks of compensable unemployment from and after the discovery date of fraud, until benefits are repaid", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Tennessee?", "answer": {"state": "TN", "duration_of_disqualification": "W + 4 \u2013 52", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Texas?", "answer": {"state": "TX", "duration_of_disqualification": "Current BY", "benefits_reduced_or_canceled": "Benefits or remainder of BY canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Utah?", "answer": {"state": "UT", "duration_of_disqualification": "W + 13 \u2013 49, and until benefits received fraudulently are repaid", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Vermont?", "answer": {"state": "VT", "duration_of_disqualification": "If not prosecuted, until amount of fraudulent benefits are repaid or withheld + 1 - 26 weeks", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Virginia?", "answer": {"state": "VA", "duration_of_disqualification": "W + 52; if convicted, 1 year after conviction, or until repaid", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in US Virgin Islands?", "answer": {"state": "VI", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Washington?", "answer": {"state": "WA", "duration_of_disqualification": "Week of fraudulent act + 26 weeks following filing of 1st claim after determination of fraud for 1st offense; plus additional 52 weeks for 2nd offense; plus additional 104 weeks for 3rd and subsequent offenses", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in West Virginia?", "answer": {"state": "WV", "duration_of_disqualification": "W + 52", "benefits_reduced_or_canceled": ""}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Wisconsin?", "answer": {"state": "WI", "duration_of_disqualification": "Each week of fraud", "benefits_reduced_or_canceled": "1 - 4 x WBA"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Wyoming?", "answer": {"state": "WY", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": ""}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Alabama?", "answer": {"state": "AL", "duration_of_disqualification": "52 weeks for 1st offense and 104 weeks for 2nd and subsequent offenses", "benefits_reduced_or_canceled": "4 x WBA to maximum benefit amount payable in BY"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Alaska?", "answer": {"state": "AK", "duration_of_disqualification": "W + 6 \u2013 52", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Arizona?", "answer": {"state": "AZ", "duration_of_disqualification": "Until total amount of overpayment and all penalties and interest have been recovered or otherwise satisfied in compliance with a civil judgment", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Arkansas?", "answer": {"state": "AR", "duration_of_disqualification": "W + 13; additional 3 weeks for each week of fraud", "benefits_reduced_or_canceled": "Benefits canceled in BY in which fraud occurred"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in California?", "answer": {"state": "CA", "duration_of_disqualification": "If convicted, 52 weeks", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Colorado?", "answer": {"state": "CO", "duration_of_disqualification": "4 \u2013 104 weeks", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Connecticut?", "answer": {"state": "CT", "duration_of_disqualification": "Full amount of overpayment must be repaid", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Delaware?", "answer": {"state": "DE", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in District of Columbia?", "answer": {"state": "DC", "duration_of_disqualification": "All or part of remainder of BY and for 1 year commencing with the end of such BY", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Florida?", "answer": {"state": "FL", "duration_of_disqualification": "1 \u2013 52 weeks and until fraudulent overpayments are repaid in full", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Georgia?", "answer": {"state": "GA", "duration_of_disqualification": "Remainder of current quarter and next 4 quarters", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Hawaii?", "answer": {"state": "HI", "duration_of_disqualification": "24 months", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Idaho?", "answer": {"state": "ID", "duration_of_disqualification": "W + 52; amounts fraudulently received, plus penalty and interest, must be repaid", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Illinois?", "answer": {"state": "IL", "duration_of_disqualification": "W + 6 weeks; if additional offenses, up to", "benefits_reduced_or_canceled": ""}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Indiana?", "answer": {"state": "IN", "duration_of_disqualification": "Up to current BY", "benefits_reduced_or_canceled": "All wage credits prior to act canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, what is the duration of disqualification for unemployment compensation fraud and misrepresentation in Iowa?", "answer": {"state": "IA", "duration_of_disqualification": "Up to current BY", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Kansas?", "answer": {"state": "KS", "duration_of_disqualification": "After all overpaid benefits, interest, penalties, costs, and fees are repaid, 1 year for first occurrence, 5 years any subsequent occurrence", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Kentucky?", "answer": {"state": "KY", "duration_of_disqualification": "Unreported earnings: W + additional weeks based on amount of unreported earnings (up to 52 W); nondisclosure of info other than wages: W + 26", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Louisiana?", "answer": {"state": "LA", "duration_of_disqualification": "For remainder of BY after commission of fraudulent act and then continuing for 52 weeks following determination of fraud", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Maine?", "answer": {"state": "ME", "duration_of_disqualification": "6 months - 1 year; for 3rd occurrence disqualification determined by the Commissioner", "benefits_reduced_or_canceled": false}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Maryland?", "answer": {"state": "MD", "duration_of_disqualification": "All benefits and interest repaid", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Massachusetts?", "answer": {"state": "MA", "duration_of_disqualification": "A compensable week for each week overpaid", "benefits_reduced_or_canceled": "25% of WBA"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Michigan?", "answer": {"state": "MI", "duration_of_disqualification": "Current BY and until such amounts are repaid or withheld", "benefits_reduced_or_canceled": "All base period wages canceled; benefits canceled in BY in which fraud occurred"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Minnesota?", "answer": {"state": "MN", "duration_of_disqualification": "13 \u2013 104 weeks", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Mississippi?", "answer": {"state": "MS", "duration_of_disqualification": "W + up to 52 weeks; first overpayment results in 6 weeks for each fraudulent week; any additional overpayment results in 12 weeks for each fraudulent week", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Missouri?", "answer": {"state": "MO", "duration_of_disqualification": "Up to current benefit year", "benefits_reduced_or_canceled": "All or part of wage credits prior to act canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Montana?", "answer": {"state": "MT", "duration_of_disqualification": "1 \u2013 52 weeks and until benefits are repaid", "benefits_reduced_or_canceled": false}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Nebraska?", "answer": {"state": "NE", "duration_of_disqualification": "Up to current benefit year", "benefits_reduced_or_canceled": "All or part of wage credits prior to act canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Nevada?", "answer": {"state": "NV", "duration_of_disqualification": "W + 1 \u2013 52 or until sum equal to all benefits received or paid plus any interest, penalties, or costs related to that sum is repaid, whichever is longer; period of disqualification will be fixed according to the circumstances in each case", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in New Hampshire?", "answer": {"state": "NH", "duration_of_disqualification": "4 \u2013 52 weeks; if convicted, 1 year after conviction; and until benefits are repaid or withheld", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in New Jersey?", "answer": {"state": "NJ", "duration_of_disqualification": "1 year", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in New Mexico?", "answer": {"state": "NM", "duration_of_disqualification": "Not more than 52 weeks", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in New York?", "answer": {"state": "NY", "duration_of_disqualification": "4 \u2013 80 days for which otherwise eligible", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in North Carolina?", "answer": {"state": "NC", "duration_of_disqualification": "52 weeks", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in North Dakota?", "answer": {"state": "ND", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Ohio?", "answer": {"state": "OH", "duration_of_disqualification": "Amount of fraudulent benefits must be repaid, and individual held ineligible for 2 otherwise valid weekly claims for each weekly claim canceled", "benefits_reduced_or_canceled": "2 penalty weeks are served for each week in which fraud occurred"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Oklahoma?", "answer": {"state": "OK", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": "BP or BY may not be established during period"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Oregon?", "answer": {"state": "OR", "duration_of_disqualification": "52 weeks; if convicted, until benefits are repaid or withheld", "benefits_reduced_or_canceled": "If convicted, all wage credits prior to conviction canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Pennsylvania?", "answer": {"state": "PA", "duration_of_disqualification": "2 weeks plus 1 week for each week of fraud or, if convicted of illegal receipt of benefits, 1 year after conviction and until benefits are withheld or repaid", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Puerto Rico?", "answer": {"state": "PR", "duration_of_disqualification": "W + 51 provided that criminal procedures have not been filed against individual", "benefits_reduced_or_canceled": false}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Rhode Island?", "answer": {"state": "RI", "duration_of_disqualification": "If convicted, 1 year after conviction", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in South Carolina?", "answer": {"state": "SC", "duration_of_disqualification": "W + 10 \u2013 52", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in South Dakota?", "answer": {"state": "SD", "duration_of_disqualification": "Benefits denied for weeks of compensable unemployment from and after the discovery date of fraud, until benefits are repaid", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Tennessee?", "answer": {"state": "TN", "duration_of_disqualification": "W + 4 \u2013 52", "benefits_reduced_or_canceled": true}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Texas?", "answer": {"state": "TX", "duration_of_disqualification": "Current BY", "benefits_reduced_or_canceled": "Benefits or remainder of BY canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Utah?", "answer": {"state": "UT", "duration_of_disqualification": "W + 13 \u2013 49, and until benefits received fraudulently are repaid", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Vermont?", "answer": {"state": "VT", "duration_of_disqualification": "If not prosecuted, until amount of fraudulent benefits are repaid or withheld + 1 - 26 weeks", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Virginia?", "answer": {"state": "VA", "duration_of_disqualification": "W + 52; if convicted, 1 year after conviction, or until repaid", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in US Virgin Islands?", "answer": {"state": "VI", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Washington?", "answer": {"state": "WA", "duration_of_disqualification": "Week of fraudulent act + 26 weeks following filing of 1st claim after determination of fraud for 1st offense; plus additional 52 weeks for 2nd offense; plus additional 104 weeks for 3rd and subsequent offenses", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in West Virginia?", "answer": {"state": "WV", "duration_of_disqualification": "W + 52", "benefits_reduced_or_canceled": ""}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Wisconsin?", "answer": {"state": "WI", "duration_of_disqualification": "Each week of fraud", "benefits_reduced_or_canceled": "1 - 4 x WBA"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Wyoming?", "answer": {"state": "WY", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": ""}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Alabama?", "answer": {"state": "AL", "duration_of_disqualification": "52 weeks for 1st offense and 104 weeks for 2nd and subsequent offenses", "benefits_reduced_or_canceled": "4 x WBA to maximum benefit amount payable in BY"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Alaska?", "answer": {"state": "AK", "duration_of_disqualification": "W + 6 \u2013 52", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Arizona?", "answer": {"state": "AZ", "duration_of_disqualification": "Until total amount of overpayment and all penalties and interest have been recovered or otherwise satisfied in compliance with a civil judgment", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Arkansas?", "answer": {"state": "AR", "duration_of_disqualification": "W + 13; additional 3 weeks for each week of fraud", "benefits_reduced_or_canceled": "Benefits canceled in BY in which fraud occurred"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in California?", "answer": {"state": "CA", "duration_of_disqualification": "If convicted, 52 weeks", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Colorado?", "answer": {"state": "CO", "duration_of_disqualification": "4 \u2013 104 weeks", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Connecticut?", "answer": {"state": "CT", "duration_of_disqualification": "Full amount of overpayment must be repaid", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Delaware?", "answer": {"state": "DE", "duration_of_disqualification": "W + 51", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in District of Columbia?", "answer": {"state": "DC", "duration_of_disqualification": "All or part of remainder of BY and for 1 year commencing with the end of such BY", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Florida?", "answer": {"state": "FL", "duration_of_disqualification": "1 \u2013 52 weeks and until fraudulent overpayments are repaid in full", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Georgia?", "answer": {"state": "GA", "duration_of_disqualification": "Remainder of current quarter and next 4 quarters", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Hawaii?", "answer": {"state": "HI", "duration_of_disqualification": "24 months", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Idaho?", "answer": {"state": "ID", "duration_of_disqualification": "W + 52; amounts fraudulently received, plus penalty and interest, must be repaid", "benefits_reduced_or_canceled": "X"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Illinois?", "answer": {"state": "IL", "duration_of_disqualification": "W + 6 weeks; if additional offenses, up to", "benefits_reduced_or_canceled": ""}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Indiana?", "answer": {"state": "IN", "duration_of_disqualification": "Up to current BY", "benefits_reduced_or_canceled": "All wage credits prior to act canceled"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-10", "question": "Given the description above, are benefits reduced or canceled as a result of unemployment compensation fraud and misrepresentation in Iowa?", "answer": {"state": "IA", "duration_of_disqualification": "Up to current BY", "benefits_reduced_or_canceled": "Mandatory equal reduction"}, "prompt_context": "DISQUALIFICATION FOR UC FRAUD AND MISREPRESENTATION \nIn addition to monetary penalties and prosecution, an individual committing fraud when applying for UC may also be disqualified from receiving benefits. \nIn a few states there is a more severe disqualification when the fraudulent act results in payment of benefits. In others, it is more severe when the individual is convicted (see Table 6-3). In a few states, the disqualification is not imposed unless the individual is convicted. In other states, the individual is not subject to an administrative disqualification if penal procedures have been undertaken or if the benefits are being or have been recovered. \nSome states include a statutory limitation on the period within which a disqualification for fraudulent misrepresentation may be imposed (see states with footnote 3 in Table 5-10). The length of the disqualification period varies but is usually a year. In a few states, the disqualification period runs from the date of the offense to the filing of a claim for benefits. In these states, the disqualification can be imposed only if the individual files a claim for benefits within two years of the date of the fraudulent act. In many states, the penalty for disqualification for fraud or misrepresentation is more severe than the ordinary disqualification provisions. \nSome disqualifications start with the date of the fraudulent act, while others begin with the discovery of the act, the determination of fraud, the date on which the individual is notified to repay the sum so received, or the date of conviction by a court. Some begin with the filing of a first claim, while others are for weeks that would otherwise be compensable. \nAs the following table shows, the cancellation of wage credits in many states means the denial of benefits for the current benefit year or longer. A disqualification for a year means that wage credits will have expired, in whole or in part, depending on the end of the benefit year and the amount of wage credits accumulated for another benefit year before the fraudulent act. Thus, future benefits are reduced as if there had been a provision for cancellation. In other states with discretionary provisions or shorter disqualification periods, the same result will occur for some individuals. \nIn many states, as noted in the table below, the agency may deny benefits until the benefits obtained through fraud are repaid although some states impose a time limit for the denial. \nIn some states, an individual may qualify after a specified period of time and repayment is made through an offset of the benefits."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Washington allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "WA", "if_otherwise_eligible": false, "claim_based_on_part_time_work": ["L", "R"], "medical_restrictions_or_disabilities": false, "other": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Wyoming allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "WY", "if_otherwise_eligible": false, "claim_based_on_part_time_work": ["R"], "medical_restrictions_or_disabilities": ["R"], "other": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Hawaii allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "HI", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Illinois allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "IL", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": "Suitable if circumstances beyond individual's control \u2013 R"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Idaho allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "ID", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Iowa allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "IA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Kansas allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "KS", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9, I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Louisiana allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "LA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Maine allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "ME", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "L, R\u00b2", "other": "L, R\u00b2"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Maryland allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "MD", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Massachusetts allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "MA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "R", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Minnesota allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "MN", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Montana allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "MT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Nebraska allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "NE", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Nevada allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "NV", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "R", "medical_restrictions_or_disabilities": "I", "other": "I\u00b3"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of New Hampshire allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "NH", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "L", "other": "R\u2074"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of New Jersey allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "NJ", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of New Mexico allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "NM", "if_otherwise_eligible": "L, R\u00b3", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": "L, R\u2075"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of New York allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "NY", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of North Dakota allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "ND", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Ohio allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "OH", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Oklahoma allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "OK", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Oregon allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "OR", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Pennsylvania allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "PA", "if_otherwise_eligible": "I\u2076", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Puerto Rico allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "PR", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of South Carolina allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "SC", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of South Dakota allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "SD", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Utah allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "UT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Vermont allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "VT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Virginia allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "VA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "I", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of US Virgin Islands allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "VI", "if_otherwise_eligible": "L", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Arkansas allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "AR", "if_otherwise_eligible": "I", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of California allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "CA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Colorado allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "CO", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Connecticut allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "CT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "L, R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Delaware allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "DE", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L1", "medical_restrictions_or_disabilities": "", "other": "Good Cause \u2013 I"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of District of Columbia allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "DC", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": "Good Cause \u2013 I"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Florida allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "FL", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Georgia allow individuals seeking only part-time work to be eligible for unemployment compensation if otherwise eligible?", "answer": {"state": "GA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L1", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Washington and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "WA", "if_otherwise_eligible": false, "claim_based_on_part_time_work": ["L", "R"], "medical_restrictions_or_disabilities": false, "other": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Wyoming and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "WY", "if_otherwise_eligible": false, "claim_based_on_part_time_work": ["R"], "medical_restrictions_or_disabilities": ["R"], "other": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Hawaii and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "HI", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Illinois and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "IL", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": "Suitable if circumstances beyond individual's control \u2013 R"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Idaho and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "ID", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Iowa and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "IA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Kansas and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "KS", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9, I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Louisiana and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "LA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Maine and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "ME", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "L, R\u00b2", "other": "L, R\u00b2"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Maryland and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "MD", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Massachusetts and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "MA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "R", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Minnesota and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "MN", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Montana and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "MT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Nebraska and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NE", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Nevada and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NV", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "R", "medical_restrictions_or_disabilities": "I", "other": "I\u00b3"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in New Hampshire and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NH", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "L", "other": "R\u2074"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in New Jersey and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NJ", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in New Mexico and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NM", "if_otherwise_eligible": "L, R\u00b3", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": "L, R\u2075"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in New York and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NY", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in North Dakota and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "ND", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Ohio and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "OH", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Oklahoma and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "OK", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Oregon and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "OR", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Pennsylvania and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "PA", "if_otherwise_eligible": "I\u2076", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Puerto Rico and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "PR", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in South Carolina and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "SC", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in South Dakota and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "SD", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Utah and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "UT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Vermont and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "VT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Virginia and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "VA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "I", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in US Virgin Islands and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "VI", "if_otherwise_eligible": "L", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Arkansas and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "AR", "if_otherwise_eligible": "I", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in California and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "CA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Colorado and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "CO", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Connecticut and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "CT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "L, R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Delaware and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "DE", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L1", "medical_restrictions_or_disabilities": "", "other": "Good Cause \u2013 I"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in District of Columbia and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "DC", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": "Good Cause \u2013 I"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Florida and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "FL", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, can a claim be based on part-time work in Georgia and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "GA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L1", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Washington consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "WA", "if_otherwise_eligible": false, "claim_based_on_part_time_work": ["L", "R"], "medical_restrictions_or_disabilities": false, "other": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Wyoming consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "WY", "if_otherwise_eligible": false, "claim_based_on_part_time_work": ["R"], "medical_restrictions_or_disabilities": ["R"], "other": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Hawaii consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "HI", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Illinois consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "IL", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": "Suitable if circumstances beyond individual's control \u2013 R"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Idaho consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "ID", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Iowa consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "IA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Kansas consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "KS", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9, I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Louisiana consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "LA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Maine consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "ME", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "L, R\u00b2", "other": "L, R\u00b2"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Maryland consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "MD", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Massachusetts consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "MA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "R", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Minnesota consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "MN", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Montana consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "MT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Nebraska consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NE", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Nevada consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NV", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "R", "medical_restrictions_or_disabilities": "I", "other": "I\u00b3"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of New Hampshire consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NH", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "L", "other": "R\u2074"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of New Jersey consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NJ", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of New Mexico consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NM", "if_otherwise_eligible": "L, R\u00b3", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": "L, R\u2075"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of New York consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "NY", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of North Dakota consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "ND", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Ohio consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "OH", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Oklahoma consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "OK", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Oregon consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "OR", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Pennsylvania consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "PA", "if_otherwise_eligible": "I\u2076", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Puerto Rico consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "PR", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of South Carolina consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "SC", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of South Dakota consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "SD", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Utah consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "UT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Vermont consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "VT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Virginia consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "VA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "I", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of US Virgin Islands consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "VI", "if_otherwise_eligible": "L", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Arkansas consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "AR", "if_otherwise_eligible": "I", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of California consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "CA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Colorado consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "CO", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Connecticut consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "CT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "L, R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Delaware consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "DE", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L1", "medical_restrictions_or_disabilities": "", "other": "Good Cause \u2013 I"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of District of Columbia consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "DC", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": "Good Cause \u2013 I"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Florida consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "FL", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, does the jurisdiction of Georgia consider medical restrictions or disabilities for eligibility for unemployment compensation, and is it indicated as law, regulation, or interpretation/policy?", "answer": {"state": "GA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L1", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Washington under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "WA", "if_otherwise_eligible": false, "claim_based_on_part_time_work": ["L", "R"], "medical_restrictions_or_disabilities": false, "other": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Wyoming under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "WY", "if_otherwise_eligible": false, "claim_based_on_part_time_work": ["R"], "medical_restrictions_or_disabilities": ["R"], "other": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Hawaii under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "HI", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Illinois under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "IL", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": "Suitable if circumstances beyond individual's control \u2013 R"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Idaho under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "ID", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Iowa under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "IA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Kansas under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "KS", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9, I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Louisiana under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "LA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Maine under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "ME", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "L, R\u00b2", "other": "L, R\u00b2"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Maryland under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "MD", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Massachusetts under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "MA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "R", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Minnesota under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "MN", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Montana under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "MT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Nebraska under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "NE", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Nevada under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "NV", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "R", "medical_restrictions_or_disabilities": "I", "other": "I\u00b3"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in New Hampshire under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "NH", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "L", "other": "R\u2074"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in New Jersey under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "NJ", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in New Mexico under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "NM", "if_otherwise_eligible": "L, R\u00b3", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": "L, R\u2075"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in New York under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "NY", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in North Dakota under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "ND", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Ohio under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "OH", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Oklahoma under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "OK", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Oregon under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "OR", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Pennsylvania under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "PA", "if_otherwise_eligible": "I\u2076", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Puerto Rico under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "PR", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in South Carolina under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "SC", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in South Dakota under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "SD", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L\u00b9", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Utah under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "UT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Vermont under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "VT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Virginia under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "VA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "I", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in US Virgin Islands under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "VI", "if_otherwise_eligible": "L", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Arkansas under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "AR", "if_otherwise_eligible": "I", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in California under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "CA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Colorado under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "CO", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L, R", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Connecticut under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "CT", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "L, R", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Delaware under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "DE", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L1", "medical_restrictions_or_disabilities": "", "other": "Good Cause \u2013 I"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in District of Columbia under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "DC", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "", "medical_restrictions_or_disabilities": "", "other": "Good Cause \u2013 I"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Florida under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "FL", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "I", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-13", "question": "Given the description above, are there any other conditions in Georgia under which individuals seeking only part-time work may be eligible for unemployment compensation?", "answer": {"state": "GA", "if_otherwise_eligible": "", "claim_based_on_part_time_work": "L1", "medical_restrictions_or_disabilities": "", "other": ""}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nPart-time Work\u2014Many states require individuals to be available for full-time work. Other states allow individuals to be available for part-time work under certain conditions. The following table indicates those states paying benefits to workers who seek only part-time employment."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Alabama?", "answer": {"state": "AL", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Alaska?", "answer": {"state": "AK", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "1 \u2013 2", "part_time_work_search_acceptable": true, "metadata": "1"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Arizona?", "answer": {"state": "AZ", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false, "metadata": "2"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Pennsylvania?", "answer": {"state": "PA", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2 applications and 1 search activity", "part_time_work_search_acceptable": true, "metadata": "Limitations or specific requirements apply"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Puerto Rico?", "answer": {"state": "PR", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true, "metadata": "Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Rhode Island?", "answer": {"state": "RI", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in South Carolina?", "answer": {"state": "SC", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "Limitations or specific requirements apply; Part-time work history required; May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities. SC requires 2."}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in South Dakota?", "answer": {"state": "SD", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities; Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Tennessee?", "answer": {"state": "TN", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Texas?", "answer": {"state": "TX", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false, "metadata": "Agency may increase or direct"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Utah?", "answer": {"state": "UT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Vermont?", "answer": {"state": "VT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Virginia?", "answer": {"state": "VA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in US Virgin Islands?", "answer": {"state": "VI", "basis": "R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Washington?", "answer": {"state": "WA", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities; Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in West Virginia?", "answer": {"state": "WV", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false, "metadata": "Dependent on geography, labor market, union hall membership, or other factor"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Wisconsin?", "answer": {"state": "WI", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false, "metadata": "Agency may increase or direct"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Wyoming?", "answer": {"state": "WY", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Arkansas?", "answer": {"state": "AR", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in California?", "answer": {"state": "CA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Colorado?", "answer": {"state": "CO", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Connecticut?", "answer": {"state": "CT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Delaware?", "answer": {"state": "DE", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "1 new", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in District of Columbia?", "answer": {"state": "DC", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Florida?", "answer": {"state": "FL", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3 - rural area, 5 - urban area", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Georgia?", "answer": {"state": "GA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3 new", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Hawaii?", "answer": {"state": "HI", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Idaho?", "answer": {"state": "ID", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Illinois?", "answer": {"state": "IL", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Quality not quantity", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Indiana?", "answer": {"state": "IN", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Iowa?", "answer": {"state": "IA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Kansas?", "answer": {"state": "KS", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Kentucky?", "answer": {"state": "KY", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified \u2013 reasonable person", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Louisiana?", "answer": {"state": "LA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3 - new, 1 - union members", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Maine?", "answer": {"state": "ME", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Maryland?", "answer": {"state": "MD", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Massachusetts?", "answer": {"state": "MA", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Michigan?", "answer": {"state": "MI", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Minnesota?", "answer": {"state": "MN", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Mississippi?", "answer": {"state": "MS", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Missouri?", "answer": {"state": "MO", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Montana?", "answer": {"state": "MT", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "1 new", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Nebraska?", "answer": {"state": "NE", "basis": "R & I", "minimum_number_of_work_search_activities_required_per_week": "5", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Nevada?", "answer": {"state": "NV", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in New Hampshire?", "answer": {"state": "NH", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified \u2013 reasonable person", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in New Jersey?", "answer": {"state": "NJ", "basis": "R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in New Mexico?", "answer": {"state": "NM", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in New York?", "answer": {"state": "NY", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in North Carolina?", "answer": {"state": "NC", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in North Dakota?", "answer": {"state": "ND", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Ohio?", "answer": {"state": "OH", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Oklahoma?", "answer": {"state": "OK", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the basis of work search requirements in Oregon?", "answer": {"state": "OR", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "5", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Alabama?", "answer": {"state": "AL", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Alaska?", "answer": {"state": "AK", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "1 \u2013 2", "part_time_work_search_acceptable": true, "metadata": "1"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Arizona?", "answer": {"state": "AZ", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false, "metadata": "2"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Pennsylvania?", "answer": {"state": "PA", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2 applications and 1 search activity", "part_time_work_search_acceptable": true, "metadata": "Limitations or specific requirements apply"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Puerto Rico?", "answer": {"state": "PR", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true, "metadata": "Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Rhode Island?", "answer": {"state": "RI", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in South Carolina?", "answer": {"state": "SC", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "Limitations or specific requirements apply; Part-time work history required; May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities. SC requires 2."}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in South Dakota?", "answer": {"state": "SD", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities; Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Tennessee?", "answer": {"state": "TN", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Texas?", "answer": {"state": "TX", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false, "metadata": "Agency may increase or direct"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Utah?", "answer": {"state": "UT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Vermont?", "answer": {"state": "VT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Virginia?", "answer": {"state": "VA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in US Virgin Islands?", "answer": {"state": "VI", "basis": "R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Washington?", "answer": {"state": "WA", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities; Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in West Virginia?", "answer": {"state": "WV", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false, "metadata": "Dependent on geography, labor market, union hall membership, or other factor"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Wisconsin?", "answer": {"state": "WI", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false, "metadata": "Agency may increase or direct"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Wyoming?", "answer": {"state": "WY", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Arkansas?", "answer": {"state": "AR", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in California?", "answer": {"state": "CA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Colorado?", "answer": {"state": "CO", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Connecticut?", "answer": {"state": "CT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Delaware?", "answer": {"state": "DE", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "1 new", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in District of Columbia?", "answer": {"state": "DC", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Florida?", "answer": {"state": "FL", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3 - rural area, 5 - urban area", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Georgia?", "answer": {"state": "GA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3 new", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Hawaii?", "answer": {"state": "HI", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Idaho?", "answer": {"state": "ID", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Illinois?", "answer": {"state": "IL", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Quality not quantity", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Indiana?", "answer": {"state": "IN", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Iowa?", "answer": {"state": "IA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Kansas?", "answer": {"state": "KS", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Kentucky?", "answer": {"state": "KY", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified \u2013 reasonable person", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Louisiana?", "answer": {"state": "LA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3 - new, 1 - union members", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Maine?", "answer": {"state": "ME", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Maryland?", "answer": {"state": "MD", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Massachusetts?", "answer": {"state": "MA", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Michigan?", "answer": {"state": "MI", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Minnesota?", "answer": {"state": "MN", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Mississippi?", "answer": {"state": "MS", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Missouri?", "answer": {"state": "MO", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Montana?", "answer": {"state": "MT", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "1 new", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Nebraska?", "answer": {"state": "NE", "basis": "R & I", "minimum_number_of_work_search_activities_required_per_week": "5", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Nevada?", "answer": {"state": "NV", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in New Hampshire?", "answer": {"state": "NH", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified \u2013 reasonable person", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in New Jersey?", "answer": {"state": "NJ", "basis": "R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in New Mexico?", "answer": {"state": "NM", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in New York?", "answer": {"state": "NY", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in North Carolina?", "answer": {"state": "NC", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in North Dakota?", "answer": {"state": "ND", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Ohio?", "answer": {"state": "OH", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Oklahoma?", "answer": {"state": "OK", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, what is the minimum number of work search activities required per week in Oregon?", "answer": {"state": "OR", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "5", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Alabama?", "answer": {"state": "AL", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Alaska?", "answer": {"state": "AK", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "1 \u2013 2", "part_time_work_search_acceptable": true, "metadata": "1"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Arizona?", "answer": {"state": "AZ", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false, "metadata": "2"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Pennsylvania?", "answer": {"state": "PA", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2 applications and 1 search activity", "part_time_work_search_acceptable": true, "metadata": "Limitations or specific requirements apply"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Puerto Rico?", "answer": {"state": "PR", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true, "metadata": "Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Rhode Island?", "answer": {"state": "RI", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in South Carolina?", "answer": {"state": "SC", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "Limitations or specific requirements apply; Part-time work history required; May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities. SC requires 2."}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in South Dakota?", "answer": {"state": "SD", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities; Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Tennessee?", "answer": {"state": "TN", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Texas?", "answer": {"state": "TX", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false, "metadata": "Agency may increase or direct"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Utah?", "answer": {"state": "UT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Vermont?", "answer": {"state": "VT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Virginia?", "answer": {"state": "VA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in US Virgin Islands?", "answer": {"state": "VI", "basis": "R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Washington?", "answer": {"state": "WA", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities; Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in West Virginia?", "answer": {"state": "WV", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false, "metadata": "Dependent on geography, labor market, union hall membership, or other factor"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Wisconsin?", "answer": {"state": "WI", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false, "metadata": "Agency may increase or direct"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Wyoming?", "answer": {"state": "WY", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Arkansas?", "answer": {"state": "AR", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in California?", "answer": {"state": "CA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Colorado?", "answer": {"state": "CO", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Connecticut?", "answer": {"state": "CT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Delaware?", "answer": {"state": "DE", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "1 new", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in District of Columbia?", "answer": {"state": "DC", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Florida?", "answer": {"state": "FL", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3 - rural area, 5 - urban area", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Georgia?", "answer": {"state": "GA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3 new", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Hawaii?", "answer": {"state": "HI", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Idaho?", "answer": {"state": "ID", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Illinois?", "answer": {"state": "IL", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Quality not quantity", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Indiana?", "answer": {"state": "IN", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Iowa?", "answer": {"state": "IA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Kansas?", "answer": {"state": "KS", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Kentucky?", "answer": {"state": "KY", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified \u2013 reasonable person", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Louisiana?", "answer": {"state": "LA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3 - new, 1 - union members", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Maine?", "answer": {"state": "ME", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Maryland?", "answer": {"state": "MD", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Massachusetts?", "answer": {"state": "MA", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Michigan?", "answer": {"state": "MI", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Minnesota?", "answer": {"state": "MN", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Mississippi?", "answer": {"state": "MS", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Missouri?", "answer": {"state": "MO", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Montana?", "answer": {"state": "MT", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "1 new", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Nebraska?", "answer": {"state": "NE", "basis": "R & I", "minimum_number_of_work_search_activities_required_per_week": "5", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Nevada?", "answer": {"state": "NV", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in New Hampshire?", "answer": {"state": "NH", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified \u2013 reasonable person", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in New Jersey?", "answer": {"state": "NJ", "basis": "R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in New Mexico?", "answer": {"state": "NM", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in New York?", "answer": {"state": "NY", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in North Carolina?", "answer": {"state": "NC", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in North Dakota?", "answer": {"state": "ND", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Ohio?", "answer": {"state": "OH", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Oklahoma?", "answer": {"state": "OK", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, is part-time work search acceptable in Oregon?", "answer": {"state": "OR", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "5", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Alabama?", "answer": {"state": "AL", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Alaska?", "answer": {"state": "AK", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "1 \u2013 2", "part_time_work_search_acceptable": true, "metadata": "1"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Arizona?", "answer": {"state": "AZ", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false, "metadata": "2"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Pennsylvania?", "answer": {"state": "PA", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2 applications and 1 search activity", "part_time_work_search_acceptable": true, "metadata": "Limitations or specific requirements apply"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Puerto Rico?", "answer": {"state": "PR", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true, "metadata": "Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Rhode Island?", "answer": {"state": "RI", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to South Carolina?", "answer": {"state": "SC", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "Limitations or specific requirements apply; Part-time work history required; May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities. SC requires 2."}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to South Dakota?", "answer": {"state": "SD", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities; Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Tennessee?", "answer": {"state": "TN", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Texas?", "answer": {"state": "TX", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false, "metadata": "Agency may increase or direct"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Utah?", "answer": {"state": "UT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Vermont?", "answer": {"state": "VT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Virginia?", "answer": {"state": "VA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to US Virgin Islands?", "answer": {"state": "VI", "basis": "R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Washington?", "answer": {"state": "WA", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true, "metadata": "May use employment services registration, access reemployment services, jobseeking workshop, or participate in job search activities; Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to West Virginia?", "answer": {"state": "WV", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false, "metadata": "Dependent on geography, labor market, union hall membership, or other factor"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Wisconsin?", "answer": {"state": "WI", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": false, "metadata": "Agency may increase or direct"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Wyoming?", "answer": {"state": "WY", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true, "metadata": "Part-time work history required"}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Arkansas?", "answer": {"state": "AR", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to California?", "answer": {"state": "CA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Colorado?", "answer": {"state": "CO", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Connecticut?", "answer": {"state": "CT", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Delaware?", "answer": {"state": "DE", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "1 new", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to District of Columbia?", "answer": {"state": "DC", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Florida?", "answer": {"state": "FL", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3 - rural area, 5 - urban area", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Georgia?", "answer": {"state": "GA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3 new", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Hawaii?", "answer": {"state": "HI", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Idaho?", "answer": {"state": "ID", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Illinois?", "answer": {"state": "IL", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Quality not quantity", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Indiana?", "answer": {"state": "IN", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Iowa?", "answer": {"state": "IA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Kansas?", "answer": {"state": "KS", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Kentucky?", "answer": {"state": "KY", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified \u2013 reasonable person", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Louisiana?", "answer": {"state": "LA", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3 - new, 1 - union members", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Maine?", "answer": {"state": "ME", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Maryland?", "answer": {"state": "MD", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Massachusetts?", "answer": {"state": "MA", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Michigan?", "answer": {"state": "MI", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Minnesota?", "answer": {"state": "MN", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Mississippi?", "answer": {"state": "MS", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Missouri?", "answer": {"state": "MO", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Montana?", "answer": {"state": "MT", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "1 new", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Nebraska?", "answer": {"state": "NE", "basis": "R & I", "minimum_number_of_work_search_activities_required_per_week": "5", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Nevada?", "answer": {"state": "NV", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to New Hampshire?", "answer": {"state": "NH", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "Unspecified \u2013 reasonable person", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to New Jersey?", "answer": {"state": "NJ", "basis": "R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to New Mexico?", "answer": {"state": "NM", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to New York?", "answer": {"state": "NY", "basis": "L & R", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to North Carolina?", "answer": {"state": "NC", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "3", "part_time_work_search_acceptable": false}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to North Dakota?", "answer": {"state": "ND", "basis": "L", "minimum_number_of_work_search_activities_required_per_week": "4", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Ohio?", "answer": {"state": "OH", "basis": "L & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Oklahoma?", "answer": {"state": "OK", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "2", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-14", "question": "Given the description above, are there any specific work search-related notes or metadata pertaining to Oregon?", "answer": {"state": "OR", "basis": "L, R, & I", "minimum_number_of_work_search_activities_required_per_week": "5", "part_time_work_search_acceptable": true}, "prompt_context": "NONSEPARATIONS \nAside from separations, there are a number of additional eligibility questions that are evaluated for each claim. The remainder of the chapter discusses these situations, such as unique eligibility rules that apply only to special groups and deductible income. This section on nonseparations details the core eligibility requirements for individuals each week of a claim, including being able to work, available to work, actively seeking work, and not refusing suitable offers of work. \nACTIVELY SEEKING WORK\u2014The Middle Class Tax Relief and Job Creation Act of 2012 (Public Law 112-96) amended SSA to require that an individual actively seek work each week UC is claimed. The following table contains information on work search requirements, by state. In some states, the required number of work search activities may vary under certain circumstances, for example, during an Extended Benefits (EB) period or depending on rural or urban area. Because states may not deny benefits to an individual in approved training, all states provide an exemption from the requirement to conduct an active work search for any week the individual is in approved training. In addition, most states allow work search exemptions if the worker is union-attached and finds work through the union hiring hall, though some states place a time limit on this exemption. Most states allow a work search exemption if a separation is classified as a temporary lay-off and there is a reasonable expectation that the worker will return to work soon. Other work search exemptions include that the worker has a specified start date for new employment, has jury duty, or is participating in a Short Time Compensation (STC) program. Please note that this table is intended to provide a general overview of work search requirements in the states; it is not meant to be exhaustive. Consult the appropriate state statute, regulation, or policy for more specific information on work search requirements."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Texas disqualified for leaving work to attend school?", "answer": {"state": "TX", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, but eligible if willing to quit school or change class schedule to accommodate full-time work", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Utah disqualified for leaving work to attend school?", "answer": {"state": "UT", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, when school attendance is a restriction to availability for full-time suitable work, unless in an approved training program", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Vermont disqualified for leaving work to attend school?", "answer": {"state": "VT", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if claim is based on part-time employment and student remains available for part-time work while attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Virginia disqualified for leaving work to attend school?", "answer": {"state": "VA", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless attendance would limit availability for only one of multiple shifts in usual occupation", "metadata": "Based upon case law; includes rebuttable presumption that graduate students working only between semesters quit to return to school."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in US Virgin Islands disqualified for leaving work to attend school?", "answer": {"state": "VI", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Washington disqualified for leaving work to attend school?", "answer": {"state": "WA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless approved apprentice training or Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, if registered at a school that provides instruction of 12 or more hours per week, unless in approved training or demonstrates evidence of availability for work", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in West Virginia disqualified for leaving work to attend school?", "answer": {"state": "WV", "disqualified_for_leaving_work_to_attend_school": "Yes, unless previously enrolled in approved training", "disqualified_or_ineligible_while_attending_school": "No, provided student is in approved vocational training or if student is willing to drop or rearrange classes if suitable work were offered", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Wisconsin disqualified for leaving work to attend school?", "answer": {"state": "WI", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, unless student is available for full-time first shift work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Wyoming disqualified for leaving work to attend school?", "answer": {"state": "WY", "disqualified_for_leaving_work_to_attend_school": "Yes, unless previously enrolled in approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Alabama disqualified for leaving work to attend school?", "answer": {"state": "AL", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if school hours overlap normal work hours"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Alaska disqualified for leaving work to attend school?", "answer": {"state": "AK", "disqualified_for_leaving_work_to_attend_school": "Yes, if leaving skilled work or not attending approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless student pursued an academic education for a school term and worked 30 hours a week, and the academic schedule did not preclude full-time work in the student's occupation, and if the student was laid off", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Arizona disqualified for leaving work to attend school?", "answer": {"state": "AZ", "disqualified_for_leaving_work_to_attend_school": "Yes, unless leaving to resume approved training or if work hinders the student from making satisfactory progress in approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless there is a pattern of concurrent, full-time work and full-time school attendance for the nine-month period before the filing of an initial claim for UI benefits, and the student has not left or refused full-time work, or reduced the hours of work to part-time to attend school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Arkansas disqualified for leaving work to attend school?", "answer": {"state": "AR", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, except while attending a vocational school for a demand occupation and other training as long as the student is making reasonable efforts to obtain employment and doesn't refuse suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in California disqualified for leaving work to attend school?", "answer": {"state": "CA", "disqualified_for_leaving_work_to_attend_school": "Yes, except if attending union apprenticeship school or approved for training benefits", "disqualified_or_ineligible_while_attending_school": "Yes, unless student has a part-time seek-work plan or is available for full-time work in labor market during school", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Colorado disqualified for leaving work to attend school?", "answer": {"state": "CO", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with ability to accept suitable work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Connecticut disqualified for leaving work to attend school?", "answer": {"state": "CT", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, except student who becomes unemployed while attending school if work search is restricted to employment that does not conflict with regular class hours and if student was employed on a full-time basis during the 2 years prior to separation while in school", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Delaware disqualified for leaving work to attend school?", "answer": {"state": "DE", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, if student determined to be primarily a worker who happens to attend school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in District of Columbia disqualified for leaving work to attend school?", "answer": {"state": "DC", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school is not an undue restriction on availability"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Florida disqualified for leaving work to attend school?", "answer": {"state": "FL", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Georgia disqualified for leaving work to attend school?", "answer": {"state": "GA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Hawaii disqualified for leaving work to attend school?", "answer": {"state": "HI", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, must be available for work and willing to quit school, except for approved training."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Idaho disqualified for leaving work to attend school?", "answer": {"state": "ID", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, unless attending approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Illinois disqualified for leaving work to attend school?", "answer": {"state": "IL", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, when principal occupation is student unless attends approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Indiana disqualified for leaving work to attend school?", "answer": {"state": "IN", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Iowa disqualified for leaving work to attend school?", "answer": {"state": "IA", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, if school attendance does not interfere with ability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Kansas disqualified for leaving work to attend school?", "answer": {"state": "KS", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless full-time work is concurrent with school attendance, or school schedule does not affect availability for work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Kentucky disqualified for leaving work to attend school?", "answer": {"state": "KY", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with ability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Louisiana disqualified for leaving work to attend school?", "answer": {"state": "LA", "disqualified_for_leaving_work_to_attend_school": "No", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless student loses job while in school and is available for suitable work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Maine disqualified for leaving work to attend school?", "answer": {"state": "ME", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, unless student is available for full-time work while in school, or would leave school for full-time work, or is in approved training"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Maryland disqualified for leaving work to attend school?", "answer": {"state": "MD", "disqualified_for_leaving_work_to_attend_school": "Yes", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Massachusetts disqualified for leaving work to attend school?", "answer": {"state": "MA", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided industrial or vocational training is found to be necessary to obtain suitable work; must be full-time and less than one year in length", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Michigan disqualified for leaving work to attend school?", "answer": {"state": "MI", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless student agrees to quit school/change class schedule to accept work, or is in approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Minnesota disqualified for leaving work to attend school?", "answer": {"state": "MN", "disqualified_for_leaving_work_to_attend_school": "Yes, unless entering approved training", "disqualified_or_ineligible_while_attending_school": "No, unemployed individual not necessarily unavailable for or unable to work while attending school and not ineligible solely on basis of attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Mississippi disqualified for leaving work to attend school?", "answer": {"state": "MS", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, provided school hours do not interfere with availability for full-time work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Missouri disqualified for leaving work to attend school?", "answer": {"state": "MO", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if there is a significant restriction on availability; some part-time students may be eligible; does not apply to Trade Act"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Montana disqualified for leaving work to attend school?", "answer": {"state": "MT", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided that student can demonstrate that general eligibility requirements are met"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Nebraska disqualified for leaving work to attend school?", "answer": {"state": "NE", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Nevada disqualified for leaving work to attend school?", "answer": {"state": "NV", "disqualified_for_leaving_work_to_attend_school": "Yes, unless approved training or high school student who must legally attend school", "disqualified_or_ineligible_while_attending_school": "No, if school attendance does not interfere with ability to seek and accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in New Hampshire disqualified for leaving work to attend school?", "answer": {"state": "NH", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, provided student is available for and seeking permanent full-time work during all the shifts and all the hours there is a market for the student's services"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in New Jersey disqualified for leaving work to attend school?", "answer": {"state": "NJ", "disqualified_for_leaving_work_to_attend_school": "Yes, except for approved training", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless student earned wages sufficient to qualify for benefits while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in New Mexico disqualified for leaving work to attend school?", "answer": {"state": "NM", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless the student is able, available and seeking at least part-time work, or in approved training1 or approved apprenticeship program"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in New York disqualified for leaving work to attend school?", "answer": {"state": "NY", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in North Carolina disqualified for leaving work to attend school?", "answer": {"state": "NC", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, unemployed individual not necessarily unavailable for or unable to work while attending school and not ineligible solely on basis of attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in North Dakota disqualified for leaving work to attend school?", "answer": {"state": "ND", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Ohio disqualified for leaving work to attend school?", "answer": {"state": "OH", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, if becomes unemployed while attending school, BPW were at least partially earned while attending school, meets availability and work search requirements, and if available for suitable employment on any shift1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Oklahoma disqualified for leaving work to attend school?", "answer": {"state": "OK", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided student offers to quit school, adjust class hours, or change shifts to secure employment1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Oregon disqualified for leaving work to attend school?", "answer": {"state": "OR", "disqualified_for_leaving_work_to_attend_school": "Yes, unless required by law to attend school1", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to seek and accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Pennsylvania disqualified for leaving work to attend school?", "answer": {"state": "PA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training and job paid less than 80% of Trade Act job and was at lesser skill level", "disqualified_or_ineligible_while_attending_school": "No, provided able and available for suitable work (does not have to be full-time work)"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Puerto Rico disqualified for leaving work to attend school?", "answer": {"state": "PR", "disqualified_for_leaving_work_to_attend_school": null, "disqualified_or_ineligible_while_attending_school": null}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Rhode Island disqualified for leaving work to attend school?", "answer": {"state": "RI", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, unless hours of school do not interfere with hours of work in student's occupation"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in South Carolina disqualified for leaving work to attend school?", "answer": {"state": "SC", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, if student offers to quit school, adjust class hours or change shifts to secure employment; must make a work search each week"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in South Dakota disqualified for leaving work to attend school?", "answer": {"state": "SD", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if determined principally occupied as a student"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Tennessee disqualified for leaving work to attend school?", "answer": {"state": "TN", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, unless school attendance interferes with availability for suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Texas disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "TX", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, but eligible if willing to quit school or change class schedule to accommodate full-time work", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Utah disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "UT", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, when school attendance is a restriction to availability for full-time suitable work, unless in an approved training program", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Vermont disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "VT", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if claim is based on part-time employment and student remains available for part-time work while attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Virginia disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "VA", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless attendance would limit availability for only one of multiple shifts in usual occupation", "metadata": "Based upon case law; includes rebuttable presumption that graduate students working only between semesters quit to return to school."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in US Virgin Islands disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "VI", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Washington disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "WA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless approved apprentice training or Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, if registered at a school that provides instruction of 12 or more hours per week, unless in approved training or demonstrates evidence of availability for work", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in West Virginia disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "WV", "disqualified_for_leaving_work_to_attend_school": "Yes, unless previously enrolled in approved training", "disqualified_or_ineligible_while_attending_school": "No, provided student is in approved vocational training or if student is willing to drop or rearrange classes if suitable work were offered", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Wisconsin disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "WI", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, unless student is available for full-time first shift work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Wyoming disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "WY", "disqualified_for_leaving_work_to_attend_school": "Yes, unless previously enrolled in approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Alabama disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "AL", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if school hours overlap normal work hours"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Alaska disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "AK", "disqualified_for_leaving_work_to_attend_school": "Yes, if leaving skilled work or not attending approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless student pursued an academic education for a school term and worked 30 hours a week, and the academic schedule did not preclude full-time work in the student's occupation, and if the student was laid off", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Arizona disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "AZ", "disqualified_for_leaving_work_to_attend_school": "Yes, unless leaving to resume approved training or if work hinders the student from making satisfactory progress in approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless there is a pattern of concurrent, full-time work and full-time school attendance for the nine-month period before the filing of an initial claim for UI benefits, and the student has not left or refused full-time work, or reduced the hours of work to part-time to attend school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Arkansas disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "AR", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, except while attending a vocational school for a demand occupation and other training as long as the student is making reasonable efforts to obtain employment and doesn't refuse suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in California disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "CA", "disqualified_for_leaving_work_to_attend_school": "Yes, except if attending union apprenticeship school or approved for training benefits", "disqualified_or_ineligible_while_attending_school": "Yes, unless student has a part-time seek-work plan or is available for full-time work in labor market during school", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Colorado disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "CO", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with ability to accept suitable work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Connecticut disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "CT", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, except student who becomes unemployed while attending school if work search is restricted to employment that does not conflict with regular class hours and if student was employed on a full-time basis during the 2 years prior to separation while in school", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Delaware disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "DE", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, if student determined to be primarily a worker who happens to attend school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in District of Columbia disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "DC", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school is not an undue restriction on availability"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Florida disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "FL", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Georgia disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "GA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Hawaii disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "HI", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, must be available for work and willing to quit school, except for approved training."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Idaho disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "ID", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, unless attending approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Illinois disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "IL", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, when principal occupation is student unless attends approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Indiana disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "IN", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Iowa disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "IA", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, if school attendance does not interfere with ability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Kansas disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "KS", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless full-time work is concurrent with school attendance, or school schedule does not affect availability for work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Kentucky disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "KY", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with ability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Louisiana disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "LA", "disqualified_for_leaving_work_to_attend_school": "No", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless student loses job while in school and is available for suitable work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Maine disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "ME", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, unless student is available for full-time work while in school, or would leave school for full-time work, or is in approved training"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Maryland disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "MD", "disqualified_for_leaving_work_to_attend_school": "Yes", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Massachusetts disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "MA", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided industrial or vocational training is found to be necessary to obtain suitable work; must be full-time and less than one year in length", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Michigan disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "MI", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless student agrees to quit school/change class schedule to accept work, or is in approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Minnesota disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "MN", "disqualified_for_leaving_work_to_attend_school": "Yes, unless entering approved training", "disqualified_or_ineligible_while_attending_school": "No, unemployed individual not necessarily unavailable for or unable to work while attending school and not ineligible solely on basis of attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Mississippi disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "MS", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, provided school hours do not interfere with availability for full-time work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Missouri disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "MO", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if there is a significant restriction on availability; some part-time students may be eligible; does not apply to Trade Act"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Montana disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "MT", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided that student can demonstrate that general eligibility requirements are met"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Nebraska disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "NE", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Nevada disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "NV", "disqualified_for_leaving_work_to_attend_school": "Yes, unless approved training or high school student who must legally attend school", "disqualified_or_ineligible_while_attending_school": "No, if school attendance does not interfere with ability to seek and accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in New Hampshire disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "NH", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, provided student is available for and seeking permanent full-time work during all the shifts and all the hours there is a market for the student's services"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in New Jersey disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "NJ", "disqualified_for_leaving_work_to_attend_school": "Yes, except for approved training", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless student earned wages sufficient to qualify for benefits while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in New Mexico disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "NM", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless the student is able, available and seeking at least part-time work, or in approved training1 or approved apprenticeship program"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in New York disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "NY", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in North Carolina disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "NC", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, unemployed individual not necessarily unavailable for or unable to work while attending school and not ineligible solely on basis of attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in North Dakota disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "ND", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Ohio disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "OH", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, if becomes unemployed while attending school, BPW were at least partially earned while attending school, meets availability and work search requirements, and if available for suitable employment on any shift1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Oklahoma disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "OK", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided student offers to quit school, adjust class hours, or change shifts to secure employment1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Oregon disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "OR", "disqualified_for_leaving_work_to_attend_school": "Yes, unless required by law to attend school1", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to seek and accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Pennsylvania disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "PA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training and job paid less than 80% of Trade Act job and was at lesser skill level", "disqualified_or_ineligible_while_attending_school": "No, provided able and available for suitable work (does not have to be full-time work)"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Puerto Rico disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "PR", "disqualified_for_leaving_work_to_attend_school": null, "disqualified_or_ineligible_while_attending_school": null}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Rhode Island disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "RI", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, unless hours of school do not interfere with hours of work in student's occupation"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in South Carolina disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "SC", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, if student offers to quit school, adjust class hours or change shifts to secure employment; must make a work search each week"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in South Dakota disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "SD", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if determined principally occupied as a student"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, are individuals in Tennessee disqualified or ineligible for unemployment benefits while attending school?", "answer": {"state": "TN", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, unless school attendance interferes with availability for suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Texas?", "answer": {"state": "TX", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, but eligible if willing to quit school or change class schedule to accommodate full-time work", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Utah?", "answer": {"state": "UT", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, when school attendance is a restriction to availability for full-time suitable work, unless in an approved training program", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Vermont?", "answer": {"state": "VT", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if claim is based on part-time employment and student remains available for part-time work while attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Virginia?", "answer": {"state": "VA", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless attendance would limit availability for only one of multiple shifts in usual occupation", "metadata": "Based upon case law; includes rebuttable presumption that graduate students working only between semesters quit to return to school."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for US Virgin Islands?", "answer": {"state": "VI", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Washington?", "answer": {"state": "WA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless approved apprentice training or Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, if registered at a school that provides instruction of 12 or more hours per week, unless in approved training or demonstrates evidence of availability for work", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for West Virginia?", "answer": {"state": "WV", "disqualified_for_leaving_work_to_attend_school": "Yes, unless previously enrolled in approved training", "disqualified_or_ineligible_while_attending_school": "No, provided student is in approved vocational training or if student is willing to drop or rearrange classes if suitable work were offered", "metadata": "State statutes or regulations specifically mention students."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Wisconsin?", "answer": {"state": "WI", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, unless student is available for full-time first shift work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Wyoming?", "answer": {"state": "WY", "disqualified_for_leaving_work_to_attend_school": "Yes, unless previously enrolled in approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Alabama?", "answer": {"state": "AL", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if school hours overlap normal work hours"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Alaska?", "answer": {"state": "AK", "disqualified_for_leaving_work_to_attend_school": "Yes, if leaving skilled work or not attending approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless student pursued an academic education for a school term and worked 30 hours a week, and the academic schedule did not preclude full-time work in the student's occupation, and if the student was laid off", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Arizona?", "answer": {"state": "AZ", "disqualified_for_leaving_work_to_attend_school": "Yes, unless leaving to resume approved training or if work hinders the student from making satisfactory progress in approved training", "disqualified_or_ineligible_while_attending_school": "Yes, unless there is a pattern of concurrent, full-time work and full-time school attendance for the nine-month period before the filing of an initial claim for UI benefits, and the student has not left or refused full-time work, or reduced the hours of work to part-time to attend school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Arkansas?", "answer": {"state": "AR", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, except while attending a vocational school for a demand occupation and other training as long as the student is making reasonable efforts to obtain employment and doesn't refuse suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for California?", "answer": {"state": "CA", "disqualified_for_leaving_work_to_attend_school": "Yes, except if attending union apprenticeship school or approved for training benefits", "disqualified_or_ineligible_while_attending_school": "Yes, unless student has a part-time seek-work plan or is available for full-time work in labor market during school", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Colorado?", "answer": {"state": "CO", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with ability to accept suitable work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Connecticut?", "answer": {"state": "CT", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, except student who becomes unemployed while attending school if work search is restricted to employment that does not conflict with regular class hours and if student was employed on a full-time basis during the 2 years prior to separation while in school", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Delaware?", "answer": {"state": "DE", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, if student determined to be primarily a worker who happens to attend school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for District of Columbia?", "answer": {"state": "DC", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school is not an undue restriction on availability"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Florida?", "answer": {"state": "FL", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Georgia?", "answer": {"state": "GA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Hawaii?", "answer": {"state": "HI", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, must be available for work and willing to quit school, except for approved training."}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Idaho?", "answer": {"state": "ID", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, unless attending approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Illinois?", "answer": {"state": "IL", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, when principal occupation is student unless attends approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Indiana?", "answer": {"state": "IN", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Iowa?", "answer": {"state": "IA", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, if school attendance does not interfere with ability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Kansas?", "answer": {"state": "KS", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless full-time work is concurrent with school attendance, or school schedule does not affect availability for work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Kentucky?", "answer": {"state": "KY", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with ability to accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Louisiana?", "answer": {"state": "LA", "disqualified_for_leaving_work_to_attend_school": "No", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless student loses job while in school and is available for suitable work", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Maine?", "answer": {"state": "ME", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "Yes, unless student is available for full-time work while in school, or would leave school for full-time work, or is in approved training"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Maryland?", "answer": {"state": "MD", "disqualified_for_leaving_work_to_attend_school": "Yes", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Massachusetts?", "answer": {"state": "MA", "disqualified_for_leaving_work_to_attend_school": "Yes", "disqualified_or_ineligible_while_attending_school": "No, provided industrial or vocational training is found to be necessary to obtain suitable work; must be full-time and less than one year in length", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Michigan?", "answer": {"state": "MI", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless student agrees to quit school/change class schedule to accept work, or is in approved training", "metadata": "1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Minnesota?", "answer": {"state": "MN", "disqualified_for_leaving_work_to_attend_school": "Yes, unless entering approved training", "disqualified_or_ineligible_while_attending_school": "No, unemployed individual not necessarily unavailable for or unable to work while attending school and not ineligible solely on basis of attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Mississippi?", "answer": {"state": "MS", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, provided school hours do not interfere with availability for full-time work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Missouri?", "answer": {"state": "MO", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if there is a significant restriction on availability; some part-time students may be eligible; does not apply to Trade Act"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Montana?", "answer": {"state": "MT", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided that student can demonstrate that general eligibility requirements are met"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Nebraska?", "answer": {"state": "NE", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Nevada?", "answer": {"state": "NV", "disqualified_for_leaving_work_to_attend_school": "Yes, unless approved training or high school student who must legally attend school", "disqualified_or_ineligible_while_attending_school": "No, if school attendance does not interfere with ability to seek and accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for New Hampshire?", "answer": {"state": "NH", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, provided student is available for and seeking permanent full-time work during all the shifts and all the hours there is a market for the student's services"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for New Jersey?", "answer": {"state": "NJ", "disqualified_for_leaving_work_to_attend_school": "Yes, except for approved training", "disqualified_or_ineligible_while_attending_school": "Yes, including vacation periods, unless student earned wages sufficient to qualify for benefits while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for New Mexico?", "answer": {"state": "NM", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, unless the student is able, available and seeking at least part-time work, or in approved training1 or approved apprenticeship program"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for New York?", "answer": {"state": "NY", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to accept work, and the student is actively seeking work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for North Carolina?", "answer": {"state": "NC", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, unemployed individual not necessarily unavailable for or unable to work while attending school and not ineligible solely on basis of attending school"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for North Dakota?", "answer": {"state": "ND", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "Yes, unless major part of BPW were for services performed while attending school1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Ohio?", "answer": {"state": "OH", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "No, if becomes unemployed while attending school, BPW were at least partially earned while attending school, meets availability and work search requirements, and if available for suitable employment on any shift1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Oklahoma?", "answer": {"state": "OK", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, provided student offers to quit school, adjust class hours, or change shifts to secure employment1"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Oregon?", "answer": {"state": "OR", "disqualified_for_leaving_work_to_attend_school": "Yes, unless required by law to attend school1", "disqualified_or_ineligible_while_attending_school": "No, provided school attendance does not interfere with availability to seek and accept suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Pennsylvania?", "answer": {"state": "PA", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training and job paid less than 80% of Trade Act job and was at lesser skill level", "disqualified_or_ineligible_while_attending_school": "No, provided able and available for suitable work (does not have to be full-time work)"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Puerto Rico?", "answer": {"state": "PR", "disqualified_for_leaving_work_to_attend_school": null, "disqualified_or_ineligible_while_attending_school": null}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Rhode Island?", "answer": {"state": "RI", "disqualified_for_leaving_work_to_attend_school": "Yes, unless Trade Act training", "disqualified_or_ineligible_while_attending_school": "Yes, unless hours of school do not interfere with hours of work in student's occupation"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for South Carolina?", "answer": {"state": "SC", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "No, if student offers to quit school, adjust class hours or change shifts to secure employment; must make a work search each week"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for South Dakota?", "answer": {"state": "SD", "disqualified_for_leaving_work_to_attend_school": true, "disqualified_or_ineligible_while_attending_school": "Yes, if determined principally occupied as a student"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-17", "question": "Given the description above, is there any additional metadata or specific conditions related to students for Tennessee?", "answer": {"state": "TN", "disqualified_for_leaving_work_to_attend_school": false, "disqualified_or_ineligible_while_attending_school": "No, unless school attendance interferes with availability for suitable work"}, "prompt_context": "SPECIAL GROUPS \nFUTA requires the denial of benefits under certain circumstances to professional athletes, certain school personnel, and some aliens. FUTA also prohibits states from denying benefits solely on the basis of pregnancy or the termination of pregnancy. All state laws contain provisions addressing these special groups of workers.\nSTUDENTS\u2014Most states exclude from coverage service performed by students for educational institutions, for more information see Table 1-6. In addition, many states have special provisions limiting the benefit rights of students who have had covered employment. In some of these states, the disqualification is for the duration of the unemployment; in other states, it is during school attendance or during the school term. Some states extend the disqualification to vacation periods."}
-{"table_id": "5-21", "question": "Given the description above, does Alabama consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "AL", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Alaska consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "AK", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Arizona consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "AZ", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Arkansas consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "AR", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does California consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "CA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Connecticut consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "CT", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does District of Columbia consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "DC", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Georgia consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "GA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Idaho consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "ID", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Indiana consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "IN", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Kansas consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "KS", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Louisiana consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "LA", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Maryland consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "MD", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Michigan consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "MI", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Mississippi consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "MS", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Montana consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "MT", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Nevada consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "NV", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does New Jersey consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "NJ", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does New York consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "NY", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does North Dakota consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "ND", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Oklahoma consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "OK", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Pennsylvania consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "PA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Rhode Island consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "RI", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does South Dakota consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "SD", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Texas consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "TX", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Vermont consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "VT", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does US Virgin Islands consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "VI", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does West Virginia consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "WV", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Wyoming consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "WY", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Colorado consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "CO", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Delaware consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "DE", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Florida consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "FL", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Hawaii consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "HI", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Illinois consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "IL", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Iowa consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "IA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Kentucky consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "KY", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Maine consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "ME", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Massachusetts consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "MA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Minnesota consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "MN", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Missouri consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "MO", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Nebraska consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "NE", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does New Hampshire consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "NH", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does New Mexico consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "NM", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does North Carolina consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "NC", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Ohio consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "OH", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Oregon consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "OR", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Puerto Rico consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "PR", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does South Carolina consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "SC", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Tennessee consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "TN", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Utah consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "UT", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Virginia consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "VA", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Washington consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "WA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Wisconsin consider employee contributions when determining the treatment of retirement payments for unemployment insurance?", "answer": {"state": "WI", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Alabama exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "AL", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Alaska exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "AK", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Arizona exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "AZ", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Arkansas exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "AR", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does California exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "CA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Connecticut exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "CT", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does District of Columbia exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "DC", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Georgia exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "GA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Idaho exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "ID", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Indiana exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "IN", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Kansas exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "KS", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Louisiana exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "LA", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Maryland exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "MD", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Michigan exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "MI", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Mississippi exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "MS", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Montana exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "MT", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Nevada exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "NV", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does New Jersey exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "NJ", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does New York exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "NY", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does North Dakota exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "ND", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Oklahoma exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "OK", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Pennsylvania exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "PA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Rhode Island exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "RI", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does South Dakota exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "SD", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Texas exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "TX", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Vermont exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "VT", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does US Virgin Islands exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "VI", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does West Virginia exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "WV", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Wyoming exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "WY", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Colorado exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "CO", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Delaware exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "DE", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Florida exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "FL", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Hawaii exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "HI", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Illinois exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "IL", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Iowa exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "IA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Kentucky exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "KY", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Maine exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "ME", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Massachusetts exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "MA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Minnesota exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "MN", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Missouri exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "MO", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Nebraska exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "NE", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does New Hampshire exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "NH", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does New Mexico exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "NM", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does North Carolina exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "NC", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Ohio exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "OH", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Oregon exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "OR", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Puerto Rico exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "PR", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does South Carolina exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "SC", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Tennessee exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "TN", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Utah exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "UT", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Virginia exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "VA", "considers_employee_contributions": false, "excludes_retirement_payments_not_affected_by_bp_work": false}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Washington exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "WA", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "5-21", "question": "Given the description above, does Wisconsin exclude retirement payments from affecting base period (BP) work if they are not influenced by the base period work?", "answer": {"state": "WI", "considers_employee_contributions": true, "excludes_retirement_payments_not_affected_by_bp_work": true}, "prompt_context": "DEDUCTIBLE INCOME \nAll state laws provide that an individual will not receive UI for any week during which the individual is also receiving or is seeking benefits under any federal or other state UC law. A few states specifically mention benefits under the Federal Railroad Unemployment Insurance Act. The intent is to prevent duplicate payment of benefits for the same week. These disqualifications apply only to the week in which or for which the other payment is received. \nFederal law requires that all states deduct money received from a pension or other similar payment which is based on the previous work of the individual and maintained by a base period employer or chargeable employer. Additionally, an individual must be considered \u201cunemployed\u201d or \u201cpartially unemployed\u201d in order to collect benefits. Most states include provisions that an individual is ineligible for any week during which the individual receives or has received certain other types of remuneration, such as wages in lieu of notice, dismissal wages, worker\u2019s compensation, holiday and vacation pay, back pay, and benefits under a supplemental unemployment benefit plan. In many states, if the payment is less than the weekly benefit amount, the individual receives the difference; in other states, no benefits are payable for a week of such payments regardless of the amount of payment. A few states provide for rounding the resultant benefits, like payments for weeks of partial unemployment, to half dollar or full dollar amounts. Note: This section includes only non- earned wages that are deductible as income. Earnings during the benefit year and their impact on the weekly benefit amount, i.e. benefits for partial unemployment, are covered in Chapter 3, Monetary Entitlement. \nRETIREMENT PAYMENTS\u2014FUTA requires all states to deduct money received from a pension or other similar payment which is based on the previous work of the individual and which is maintained by a base period employer or chargeable employer. The requirement applies only to those payments made on a periodic (as opposed to lump-sum) basis. FUTA prohibits reductions for pensions, retirement or retired pay, annuity, or other similar payment not includible in the gross income of the individual because it was part of a rollover distribution. \nAlthough FUTA provides a baseline requirement, states may implement additional retirement pay provisions. States are permitted to reduce benefits on less than a dollar-for-dollar basis by taking into account the contributions made by the individual to the plan in question. Some states only deduct retirement payments when the account was one to which the employer contributed 100% of the funds, but most states deduct pension and retirement payments proportionally based on the rate of contributions made by each the claimant and the employer. A few states also exempt pension and retirement deductions in cases of emergency beyond the individual\u2019s control. Lump sum payouts following a layoff are also exempted by some states."}
-{"table_id": "6-1", "question": "Given the description above, does Alabama waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "AL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Alaska waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "AK", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Arizona waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "AZ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Arkansas waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "AR", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does California waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "CA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Colorado waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "CO", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Connecticut waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "CT", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does District of Columbia waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "DC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Florida waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "FL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Georgia waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "GA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Hawaii waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "HI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Idaho waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "ID", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Illinois waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "IL", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Indiana waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "IN", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Iowa waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "IA", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Kansas waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "KS", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Louisiana waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "LA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Maine waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "ME", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Maryland waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "MD", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Massachusetts waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "MA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Michigan waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "MI", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Minnesota waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "MN", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Montana waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "MT", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Nevada waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "NV", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does New Hampshire waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "NH", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does New Jersey waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "NJ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does North Carolina waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "NC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does North Dakota waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "ND", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Ohio waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "OH", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Oregon waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "OR", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Pennsylvania waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "PA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Rhode Island waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "RI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does South Carolina waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "SC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does South Dakota waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "SD", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Tennessee waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "TN", "agency_error": false, "employer_error": true, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Utah waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "UT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Vermont waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "VT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does US Virgin Islands waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "VI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Virginia waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "VA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Washington waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "WA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Wisconsin waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "WI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Wyoming waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to agency error?", "answer": {"state": "WY", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Alabama waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "AL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Alaska waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "AK", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Arizona waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "AZ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Arkansas waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "AR", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does California waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "CA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Colorado waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "CO", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Connecticut waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "CT", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does District of Columbia waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "DC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Florida waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "FL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Georgia waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "GA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Hawaii waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "HI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Idaho waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "ID", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Illinois waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "IL", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Indiana waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "IN", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Iowa waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "IA", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Kansas waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "KS", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Louisiana waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "LA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Maine waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "ME", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Maryland waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "MD", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Massachusetts waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "MA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Michigan waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "MI", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Minnesota waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "MN", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Montana waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "MT", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Nevada waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "NV", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does New Hampshire waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "NH", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does New Jersey waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "NJ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does North Carolina waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "NC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does North Dakota waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "ND", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Ohio waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "OH", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Oregon waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "OR", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Pennsylvania waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "PA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Rhode Island waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "RI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does South Carolina waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "SC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does South Dakota waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "SD", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Tennessee waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "TN", "agency_error": false, "employer_error": true, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Utah waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "UT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Vermont waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "VT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does US Virgin Islands waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "VI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Virginia waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "VA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Washington waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "WA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Wisconsin waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "WI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Wyoming waive recovery of nonfraud or nonfault unemployment insurance overpayments if the overpayment was due to employer error?", "answer": {"state": "WY", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Alabama waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "AL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Alaska waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "AK", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Arizona waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "AZ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Arkansas waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "AR", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does California waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "CA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Colorado waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "CO", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Connecticut waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "CT", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does District of Columbia waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "DC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Florida waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "FL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Georgia waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "GA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Hawaii waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "HI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Idaho waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "ID", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Illinois waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "IL", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Indiana waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "IN", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Iowa waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "IA", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Kansas waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "KS", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Louisiana waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "LA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Maine waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "ME", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Maryland waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "MD", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Massachusetts waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "MA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Michigan waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "MI", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Minnesota waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "MN", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Montana waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "MT", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Nevada waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "NV", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does New Hampshire waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "NH", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does New Jersey waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "NJ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does North Carolina waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "NC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does North Dakota waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "ND", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Ohio waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "OH", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Oregon waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "OR", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Pennsylvania waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "PA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Rhode Island waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "RI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does South Carolina waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "SC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does South Dakota waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "SD", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Tennessee waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "TN", "agency_error": false, "employer_error": true, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Utah waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "UT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Vermont waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "VT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does US Virgin Islands waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "VI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Virginia waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "VA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Washington waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "WA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Wisconsin waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "WI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Wyoming waive recovery of nonfraud or nonfault unemployment insurance overpayments based on equity or good conscience?", "answer": {"state": "WY", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Alabama waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "AL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Alaska waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "AK", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Arizona waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "AZ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Arkansas waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "AR", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does California waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "CA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Colorado waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "CO", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Connecticut waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "CT", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does District of Columbia waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "DC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Florida waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "FL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Georgia waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "GA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Hawaii waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "HI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Idaho waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "ID", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Illinois waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "IL", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Indiana waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "IN", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Iowa waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "IA", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Kansas waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "KS", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Louisiana waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "LA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Maine waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "ME", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Maryland waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "MD", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Massachusetts waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "MA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Michigan waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "MI", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Minnesota waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "MN", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Montana waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "MT", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Nevada waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "NV", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does New Hampshire waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "NH", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does New Jersey waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "NJ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does North Carolina waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "NC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does North Dakota waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "ND", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Ohio waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "OH", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Oregon waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "OR", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Pennsylvania waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "PA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Rhode Island waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "RI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does South Carolina waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "SC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does South Dakota waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "SD", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Tennessee waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "TN", "agency_error": false, "employer_error": true, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Utah waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "UT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Vermont waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "VT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does US Virgin Islands waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "VI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Virginia waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "VA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Washington waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "WA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Wisconsin waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "WI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, does Wyoming waive recovery of nonfraud or nonfault unemployment insurance overpayments due to financial hardship?", "answer": {"state": "WY", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Alabama might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "AL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Alaska might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "AK", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Arizona might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "AZ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Arkansas might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "AR", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons California might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "CA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Colorado might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "CO", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Connecticut might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "CT", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons District of Columbia might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "DC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Florida might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "FL", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Georgia might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "GA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Hawaii might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "HI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Idaho might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "ID", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Illinois might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "IL", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Indiana might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "IN", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Iowa might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "IA", "agency_error": false, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Kansas might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "KS", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Louisiana might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "LA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Maine might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "ME", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Maryland might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "MD", "agency_error": true, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Massachusetts might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "MA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Michigan might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "MI", "agency_error": true, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Minnesota might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "MN", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Montana might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "MT", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Nevada might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "NV", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons New Hampshire might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "NH", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons New Jersey might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "NJ", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons North Carolina might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "NC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons North Dakota might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "ND", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Ohio might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "OH", "agency_error": true, "employer_error": true, "equity_or_good_conscience": false, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Oregon might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "OR", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Pennsylvania might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "PA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Rhode Island might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "RI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons South Carolina might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "SC", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons South Dakota might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "SD", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Tennessee might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "TN", "agency_error": false, "employer_error": true, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Utah might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "UT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Vermont might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "VT", "agency_error": false, "employer_error": false, "equity_or_good_conscience": false, "financial_hardship": false, "other": true}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons US Virgin Islands might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "VI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Virginia might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "VA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Washington might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "WA", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Wisconsin might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "WI", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": false, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-1", "question": "Given the description above, are there any other reasons Wyoming might waive recovery of nonfraud or nonfault unemployment insurance overpayments?", "answer": {"state": "WY", "agency_error": false, "employer_error": false, "equity_or_good_conscience": true, "financial_hardship": true, "other": false}, "prompt_context": "OVERPAYMENTS \nIN GENERAL \nThis chapter deals with state law provisions for identifying, establishing, and collecting Unemployment Insurance (UI) benefit overpayments. An overpayment occurs when individuals receive benefits to which they are not entitled. State laws generally treat overpayments in which the individual is not at fault or is not committing fraud differently to those overpayments in which the individual has committed fraud, engaged in willful misrepresentation, or concealed material facts. In addition, state laws contain provisions for fines and imprisonment for willfully or intentionally misrepresenting or concealing facts material to a determination concerning the individual\u2019s entitlement to benefits. \nNONFRAUD AND NONFAULT PROVISIONS \nWAIVERS OF RECOVERY\u2014Many states provide that if the overpayment is without fault or fraud on the individual\u2019s part, under certain circumstances, the individual may not be liable to repay the amount overpaid. The following table lists the states and some of the reasons those states may waive recovery of the overpayment."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Ohio?", "answer": {"state": "OH", "reduction_in_wba": 100, "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "14% per year", "fines_or_penalties_on_claimant": "Up to $1,000; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Oklahoma?", "answer": {"state": "OK", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $500 fine each week after conviction; 25% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Oregon?", "answer": {"state": "OR", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15 - 30% of overpayment", "fines_or_penalties_on_employer": "$100 - $500", "max_prison_time_claimant": null, "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Pennsylvania?", "answer": {"state": "PA", "reduction_in_wba": 100, "number_of_years_limited": "10 years from date applied for benefits", "state_tax_refunds": false, "interest_charged": "Computed annually based on IRS rate", "fines_or_penalties_on_claimant": "$500 - $1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,500 per offense", "max_prison_time_claimant": "30 days per week illegally claimed", "max_prison_time_employer": "30 days per offense"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Puerto Rico?", "answer": {"state": "PR", "reduction_in_wba": 100, "number_of_years_limited": "5 years from date established", "state_tax_refunds": false, "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": null, "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Rhode Island?", "answer": {"state": "RI", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Greater of $1,000 or double value of fraud; 15% of overpayment", "fines_or_penalties_on_employer": "Greater of $1,000 or double value of fraud", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in South Carolina?", "answer": {"state": "SC", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$50 - $250 fine; 25% of overpayment", "fines_or_penalties_on_employer": "$20 - $100", "max_prison_time_claimant": "30 days for each offense or week claimed", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in South Dakota?", "answer": {"state": "SD", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "12% per year", "fines_or_penalties_on_claimant": "Up to $2,000 fine (higher fine if amount obtained > $200); 50% 1st instance; 100% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "1 or 2 years", "max_prison_time_employer": "1 or 2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Tennessee?", "answer": {"state": "TN", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "30% 1st instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": null, "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Texas?", "answer": {"state": "TX", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$4,000", "max_prison_time_claimant": "Depends on whether prosecuted as misdemeanor or felony", "max_prison_time_employer": null}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Utah?", "answer": {"state": "UT", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No, unless it goes to judgment", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 100% of overpayment", "fines_or_penalties_on_employer": "Up to $20,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Vermont?", "answer": {"state": "VT", "reduction_in_wba": 100, "number_of_years_limited": "5 years from determination date", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $5,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $50", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Virginia?", "answer": {"state": "VA", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $2,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in US Virgin Islands?", "answer": {"state": "VI", "reduction_in_wba": "Depends on amount and ability of individual to repay", "number_of_years_limited": "2 years from date overpayment is final", "state_tax_refunds": false, "interest_charged": false, "fines_or_penalties_on_claimant": "$50 \u2013 $200 fine", "fines_or_penalties_on_employer": "$50 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Washington?", "answer": {"state": "WA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$20 \u2013 $250 fine; 15% 1st instance; 25% 2nd instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$20 \u2013 $250", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in West Virginia?", "answer": {"state": "WV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from last week overpaid", "state_tax_refunds": false, "interest_charged": true, "fines_or_penalties_on_claimant": "$100 \u2013 $1,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Wisconsin?", "answer": {"state": "WI", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "Up to $25,000 fine; 40% \u2013 100% of overpayment depending on facts of fraud", "fines_or_penalties_on_employer": "Up to $25,000", "max_prison_time_claimant": "Up to 10 years", "max_prison_time_employer": "Up to 10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Wyoming?", "answer": {"state": "WY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "20% of overpayment and additional 5% of unpaid balance every 6 months thereafter until paid", "fines_or_penalties_on_employer": "$750", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Florida?", "answer": {"state": "FL", "reduction_in_wba": "100%", "number_of_years_limited": "Commenced within 7 years from date established", "state_tax_refunds": "No", "interest_charged": "No, unless and until a civil judgment is entered", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$5,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Georgia?", "answer": {"state": "GA", "reduction_in_wba": "100%", "number_of_years_limited": "7 years from release date of notice of determination and overpayment", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000 for basic fraud; at least $1,000 for multiple counts", "max_prison_time_claimant": "12 months per count", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Hawaii?", "answer": {"state": "HI", "reduction_in_wba": "100%", "number_of_years_limited": "2 years from mailing or final appeal decision; after, if individual agrees (percentage up to individual)", "state_tax_refunds": "No", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Idaho?", "answer": {"state": "ID", "reduction_in_wba": "100%", "number_of_years_limited": "8 years from final determination date", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent", "fines_or_penalties_on_employer": "$20 - $200 and 10 x WBA", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Illinois?", "answer": {"state": "IL", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No, unless suit filed and judgment entered; then 9% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "180 days", "max_prison_time_employer": "180 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Indiana?", "answer": {"state": "IN", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "0.5% per month", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent; 15% of overpayment penalty", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "6 - 36 months or 2 - 8 years", "max_prison_time_employer": "6 - 36 months or 2 - 8 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Iowa?", "answer": {"state": "IA", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "50% of tax owed", "max_prison_time_claimant": "10 years", "max_prison_time_employer": ""}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Kansas?", "answer": {"state": "KS", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "25% of overpayment", "fines_or_penalties_on_employer": "$20 - $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Kentucky?", "answer": {"state": "KY", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$500 - $10,000", "max_prison_time_claimant": "1 - 5 years", "max_prison_time_employer": "1 - 5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Louisiana?", "answer": {"state": "LA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Penalty is greater of $20 or 25% of overpayment balance", "fines_or_penalties_on_employer": "$50 - $1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 - 90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Maine?", "answer": {"state": "ME", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st incident, 75% 2nd incident, 100% other incidents", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Maryland?", "answer": {"state": "MD", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $1,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Massachusetts?", "answer": {"state": "MA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month until total interest = 50% of overpayment", "fines_or_penalties_on_claimant": "$1,000 - $10,000 fine;15% of overpayment", "fines_or_penalties_on_employer": "$2,500 - $10,000", "max_prison_time_claimant": "6 months to 5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Michigan?", "answer": {"state": "MI", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from overpayment", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "100% 1st instance; 150% 2nd instance overpayment amount", "fines_or_penalties_on_employer": "100% 1st instance; 150% 2nd instance", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Minnesota?", "answer": {"state": "MN", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "40% of overpayment", "fines_or_penalties_on_employer": "X", "max_prison_time_claimant": "20 years", "max_prison_time_employer": "20 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Mississippi?", "answer": {"state": "MS", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from last week overpaid", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$100 - $500 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,000", "max_prison_time_claimant": "30 days for each fraudulent week", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Missouri?", "answer": {"state": "MO", "reduction_in_wba": "100%", "number_of_years_limited": "No; may write off as uncollectible after 5 years of no activity", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "25% - 100% of overpayment", "fines_or_penalties_on_employer": "25% - 100% of fraudulent amount", "max_prison_time_claimant": "6 months for each violation", "max_prison_time_employer": "6 months for each violation"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Montana?", "answer": {"state": "MT", "reduction_in_wba": "100%", "number_of_years_limited": "5 years; 10 years if lien filed", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "50% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "Depends on recommendation of district attorney or employer", "max_prison_time_employer": "30 days for each false statement"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Nebraska?", "answer": {"state": "NE", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "90 days for each count", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Nevada?", "answer": {"state": "NV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from date overpayment established", "state_tax_refunds": "No", "interest_charged": "Civil judgments only (6% per year)", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in New Hampshire?", "answer": {"state": "NH", "reduction_in_wba": "1% - 10%", "number_of_years_limited": "10 years from date overpayment decision is final", "state_tax_refunds": "No", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "Up to $100,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in New Jersey?", "answer": {"state": "NJ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "5% for CY 2009", "fines_or_penalties_on_claimant": "25% of total overpayment", "fines_or_penalties_on_employer": "$100 to $1,000 per offense", "max_prison_time_claimant": "Decided by court", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in New Mexico?", "answer": {"state": "NM", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in New York?", "answer": {"state": "NY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "9% per year (civil action only)", "fines_or_penalties_on_claimant": "Up to $500; the greater of $100 or 15% of overpayment", "fines_or_penalties_on_employer": "$500", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in North Carolina?", "answer": {"state": "NC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $200 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $200", "max_prison_time_claimant": "2 years", "max_prison_time_employer": "2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in North Dakota?", "answer": {"state": "ND", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Alabama?", "answer": {"state": "AL", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "2% per month", "fines_or_penalties_on_claimant": "4 x WBA to maximum benefit amount; 15% of overpayment", "fines_or_penalties_on_employer": "$50 \u2013 $500", "max_prison_time_claimant": "1 to 20 years under Classes B & C felony charges", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Alaska?", "answer": {"state": "AK", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "50% of each fraud overpayment", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "X1"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Arizona?", "answer": {"state": "AZ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,500", "max_prison_time_claimant": "Depends on individual's record", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Arkansas?", "answer": {"state": "AR", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "50% of overpayment (15% if repaid within 30 days)", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in California?", "answer": {"state": "CA", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from mailing", "state_tax_refunds": true, "interest_charged": "7% until summary judgment filed; 10% until paid in full", "fines_or_penalties_on_claimant": "30% of overpayment", "fines_or_penalties_on_employer": "$20,000", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Colorado?", "answer": {"state": "CO", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$25 - $1,000 fine; 65% of overpayment penalty", "fines_or_penalties_on_employer": "$25 \u2013 $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Connecticut?", "answer": {"state": "CT", "reduction_in_wba": "100%", "number_of_years_limited": "8 years", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st offense; 100% subsequent offense", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in Delaware?", "answer": {"state": "DE", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from end of benefit year", "state_tax_refunds": true, "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$23 - $57.50 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the reduction in weekly benefit amount (WBA) imposed for fraud in District of Columbia?", "answer": {"state": "DC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Ohio?", "answer": {"state": "OH", "reduction_in_wba": 100, "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "14% per year", "fines_or_penalties_on_claimant": "Up to $1,000; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Oklahoma?", "answer": {"state": "OK", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $500 fine each week after conviction; 25% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Oregon?", "answer": {"state": "OR", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15 - 30% of overpayment", "fines_or_penalties_on_employer": "$100 - $500", "max_prison_time_claimant": null, "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Pennsylvania?", "answer": {"state": "PA", "reduction_in_wba": 100, "number_of_years_limited": "10 years from date applied for benefits", "state_tax_refunds": false, "interest_charged": "Computed annually based on IRS rate", "fines_or_penalties_on_claimant": "$500 - $1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,500 per offense", "max_prison_time_claimant": "30 days per week illegally claimed", "max_prison_time_employer": "30 days per offense"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Puerto Rico?", "answer": {"state": "PR", "reduction_in_wba": 100, "number_of_years_limited": "5 years from date established", "state_tax_refunds": false, "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": null, "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Rhode Island?", "answer": {"state": "RI", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Greater of $1,000 or double value of fraud; 15% of overpayment", "fines_or_penalties_on_employer": "Greater of $1,000 or double value of fraud", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in South Carolina?", "answer": {"state": "SC", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$50 - $250 fine; 25% of overpayment", "fines_or_penalties_on_employer": "$20 - $100", "max_prison_time_claimant": "30 days for each offense or week claimed", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in South Dakota?", "answer": {"state": "SD", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "12% per year", "fines_or_penalties_on_claimant": "Up to $2,000 fine (higher fine if amount obtained > $200); 50% 1st instance; 100% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "1 or 2 years", "max_prison_time_employer": "1 or 2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Tennessee?", "answer": {"state": "TN", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "30% 1st instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": null, "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Texas?", "answer": {"state": "TX", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$4,000", "max_prison_time_claimant": "Depends on whether prosecuted as misdemeanor or felony", "max_prison_time_employer": null}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Utah?", "answer": {"state": "UT", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No, unless it goes to judgment", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 100% of overpayment", "fines_or_penalties_on_employer": "Up to $20,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Vermont?", "answer": {"state": "VT", "reduction_in_wba": 100, "number_of_years_limited": "5 years from determination date", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $5,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $50", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Virginia?", "answer": {"state": "VA", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $2,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in US Virgin Islands?", "answer": {"state": "VI", "reduction_in_wba": "Depends on amount and ability of individual to repay", "number_of_years_limited": "2 years from date overpayment is final", "state_tax_refunds": false, "interest_charged": false, "fines_or_penalties_on_claimant": "$50 \u2013 $200 fine", "fines_or_penalties_on_employer": "$50 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Washington?", "answer": {"state": "WA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$20 \u2013 $250 fine; 15% 1st instance; 25% 2nd instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$20 \u2013 $250", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in West Virginia?", "answer": {"state": "WV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from last week overpaid", "state_tax_refunds": false, "interest_charged": true, "fines_or_penalties_on_claimant": "$100 \u2013 $1,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Wisconsin?", "answer": {"state": "WI", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "Up to $25,000 fine; 40% \u2013 100% of overpayment depending on facts of fraud", "fines_or_penalties_on_employer": "Up to $25,000", "max_prison_time_claimant": "Up to 10 years", "max_prison_time_employer": "Up to 10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Wyoming?", "answer": {"state": "WY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "20% of overpayment and additional 5% of unpaid balance every 6 months thereafter until paid", "fines_or_penalties_on_employer": "$750", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Florida?", "answer": {"state": "FL", "reduction_in_wba": "100%", "number_of_years_limited": "Commenced within 7 years from date established", "state_tax_refunds": "No", "interest_charged": "No, unless and until a civil judgment is entered", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$5,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Georgia?", "answer": {"state": "GA", "reduction_in_wba": "100%", "number_of_years_limited": "7 years from release date of notice of determination and overpayment", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000 for basic fraud; at least $1,000 for multiple counts", "max_prison_time_claimant": "12 months per count", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Hawaii?", "answer": {"state": "HI", "reduction_in_wba": "100%", "number_of_years_limited": "2 years from mailing or final appeal decision; after, if individual agrees (percentage up to individual)", "state_tax_refunds": "No", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Idaho?", "answer": {"state": "ID", "reduction_in_wba": "100%", "number_of_years_limited": "8 years from final determination date", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent", "fines_or_penalties_on_employer": "$20 - $200 and 10 x WBA", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Illinois?", "answer": {"state": "IL", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No, unless suit filed and judgment entered; then 9% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "180 days", "max_prison_time_employer": "180 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Indiana?", "answer": {"state": "IN", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "0.5% per month", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent; 15% of overpayment penalty", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "6 - 36 months or 2 - 8 years", "max_prison_time_employer": "6 - 36 months or 2 - 8 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Iowa?", "answer": {"state": "IA", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "50% of tax owed", "max_prison_time_claimant": "10 years", "max_prison_time_employer": ""}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Kansas?", "answer": {"state": "KS", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "25% of overpayment", "fines_or_penalties_on_employer": "$20 - $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Kentucky?", "answer": {"state": "KY", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$500 - $10,000", "max_prison_time_claimant": "1 - 5 years", "max_prison_time_employer": "1 - 5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Louisiana?", "answer": {"state": "LA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Penalty is greater of $20 or 25% of overpayment balance", "fines_or_penalties_on_employer": "$50 - $1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 - 90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Maine?", "answer": {"state": "ME", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st incident, 75% 2nd incident, 100% other incidents", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Maryland?", "answer": {"state": "MD", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $1,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Massachusetts?", "answer": {"state": "MA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month until total interest = 50% of overpayment", "fines_or_penalties_on_claimant": "$1,000 - $10,000 fine;15% of overpayment", "fines_or_penalties_on_employer": "$2,500 - $10,000", "max_prison_time_claimant": "6 months to 5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Michigan?", "answer": {"state": "MI", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from overpayment", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "100% 1st instance; 150% 2nd instance overpayment amount", "fines_or_penalties_on_employer": "100% 1st instance; 150% 2nd instance", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Minnesota?", "answer": {"state": "MN", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "40% of overpayment", "fines_or_penalties_on_employer": "X", "max_prison_time_claimant": "20 years", "max_prison_time_employer": "20 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Mississippi?", "answer": {"state": "MS", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from last week overpaid", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$100 - $500 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,000", "max_prison_time_claimant": "30 days for each fraudulent week", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Missouri?", "answer": {"state": "MO", "reduction_in_wba": "100%", "number_of_years_limited": "No; may write off as uncollectible after 5 years of no activity", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "25% - 100% of overpayment", "fines_or_penalties_on_employer": "25% - 100% of fraudulent amount", "max_prison_time_claimant": "6 months for each violation", "max_prison_time_employer": "6 months for each violation"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Montana?", "answer": {"state": "MT", "reduction_in_wba": "100%", "number_of_years_limited": "5 years; 10 years if lien filed", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "50% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "Depends on recommendation of district attorney or employer", "max_prison_time_employer": "30 days for each false statement"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Nebraska?", "answer": {"state": "NE", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "90 days for each count", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Nevada?", "answer": {"state": "NV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from date overpayment established", "state_tax_refunds": "No", "interest_charged": "Civil judgments only (6% per year)", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in New Hampshire?", "answer": {"state": "NH", "reduction_in_wba": "1% - 10%", "number_of_years_limited": "10 years from date overpayment decision is final", "state_tax_refunds": "No", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "Up to $100,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in New Jersey?", "answer": {"state": "NJ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "5% for CY 2009", "fines_or_penalties_on_claimant": "25% of total overpayment", "fines_or_penalties_on_employer": "$100 to $1,000 per offense", "max_prison_time_claimant": "Decided by court", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in New Mexico?", "answer": {"state": "NM", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in New York?", "answer": {"state": "NY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "9% per year (civil action only)", "fines_or_penalties_on_claimant": "Up to $500; the greater of $100 or 15% of overpayment", "fines_or_penalties_on_employer": "$500", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in North Carolina?", "answer": {"state": "NC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $200 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $200", "max_prison_time_claimant": "2 years", "max_prison_time_employer": "2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in North Dakota?", "answer": {"state": "ND", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Alabama?", "answer": {"state": "AL", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "2% per month", "fines_or_penalties_on_claimant": "4 x WBA to maximum benefit amount; 15% of overpayment", "fines_or_penalties_on_employer": "$50 \u2013 $500", "max_prison_time_claimant": "1 to 20 years under Classes B & C felony charges", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Alaska?", "answer": {"state": "AK", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "50% of each fraud overpayment", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "X1"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Arizona?", "answer": {"state": "AZ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,500", "max_prison_time_claimant": "Depends on individual's record", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Arkansas?", "answer": {"state": "AR", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "50% of overpayment (15% if repaid within 30 days)", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in California?", "answer": {"state": "CA", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from mailing", "state_tax_refunds": true, "interest_charged": "7% until summary judgment filed; 10% until paid in full", "fines_or_penalties_on_claimant": "30% of overpayment", "fines_or_penalties_on_employer": "$20,000", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Colorado?", "answer": {"state": "CO", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$25 - $1,000 fine; 65% of overpayment penalty", "fines_or_penalties_on_employer": "$25 \u2013 $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Connecticut?", "answer": {"state": "CT", "reduction_in_wba": "100%", "number_of_years_limited": "8 years", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st offense; 100% subsequent offense", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in Delaware?", "answer": {"state": "DE", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from end of benefit year", "state_tax_refunds": true, "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$23 - $57.50 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, for how many years is the recovery of overpayment due to fraud limited in District of Columbia?", "answer": {"state": "DC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Ohio use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "OH", "reduction_in_wba": 100, "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "14% per year", "fines_or_penalties_on_claimant": "Up to $1,000; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Oklahoma use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "OK", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $500 fine each week after conviction; 25% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Oregon use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "OR", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15 - 30% of overpayment", "fines_or_penalties_on_employer": "$100 - $500", "max_prison_time_claimant": null, "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Pennsylvania use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "PA", "reduction_in_wba": 100, "number_of_years_limited": "10 years from date applied for benefits", "state_tax_refunds": false, "interest_charged": "Computed annually based on IRS rate", "fines_or_penalties_on_claimant": "$500 - $1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,500 per offense", "max_prison_time_claimant": "30 days per week illegally claimed", "max_prison_time_employer": "30 days per offense"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Puerto Rico use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "PR", "reduction_in_wba": 100, "number_of_years_limited": "5 years from date established", "state_tax_refunds": false, "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": null, "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Rhode Island use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "RI", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Greater of $1,000 or double value of fraud; 15% of overpayment", "fines_or_penalties_on_employer": "Greater of $1,000 or double value of fraud", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does South Carolina use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "SC", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$50 - $250 fine; 25% of overpayment", "fines_or_penalties_on_employer": "$20 - $100", "max_prison_time_claimant": "30 days for each offense or week claimed", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does South Dakota use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "SD", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "12% per year", "fines_or_penalties_on_claimant": "Up to $2,000 fine (higher fine if amount obtained > $200); 50% 1st instance; 100% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "1 or 2 years", "max_prison_time_employer": "1 or 2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Tennessee use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "TN", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "30% 1st instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": null, "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Texas use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "TX", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$4,000", "max_prison_time_claimant": "Depends on whether prosecuted as misdemeanor or felony", "max_prison_time_employer": null}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Utah use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "UT", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No, unless it goes to judgment", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 100% of overpayment", "fines_or_penalties_on_employer": "Up to $20,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Vermont use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "VT", "reduction_in_wba": 100, "number_of_years_limited": "5 years from determination date", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $5,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $50", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Virginia use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "VA", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $2,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does US Virgin Islands use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "VI", "reduction_in_wba": "Depends on amount and ability of individual to repay", "number_of_years_limited": "2 years from date overpayment is final", "state_tax_refunds": false, "interest_charged": false, "fines_or_penalties_on_claimant": "$50 \u2013 $200 fine", "fines_or_penalties_on_employer": "$50 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Washington use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "WA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$20 \u2013 $250 fine; 15% 1st instance; 25% 2nd instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$20 \u2013 $250", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does West Virginia use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "WV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from last week overpaid", "state_tax_refunds": false, "interest_charged": true, "fines_or_penalties_on_claimant": "$100 \u2013 $1,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Wisconsin use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "WI", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "Up to $25,000 fine; 40% \u2013 100% of overpayment depending on facts of fraud", "fines_or_penalties_on_employer": "Up to $25,000", "max_prison_time_claimant": "Up to 10 years", "max_prison_time_employer": "Up to 10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Wyoming use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "WY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "20% of overpayment and additional 5% of unpaid balance every 6 months thereafter until paid", "fines_or_penalties_on_employer": "$750", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Florida use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "FL", "reduction_in_wba": "100%", "number_of_years_limited": "Commenced within 7 years from date established", "state_tax_refunds": "No", "interest_charged": "No, unless and until a civil judgment is entered", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$5,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Georgia use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "GA", "reduction_in_wba": "100%", "number_of_years_limited": "7 years from release date of notice of determination and overpayment", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000 for basic fraud; at least $1,000 for multiple counts", "max_prison_time_claimant": "12 months per count", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Hawaii use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "HI", "reduction_in_wba": "100%", "number_of_years_limited": "2 years from mailing or final appeal decision; after, if individual agrees (percentage up to individual)", "state_tax_refunds": "No", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Idaho use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "ID", "reduction_in_wba": "100%", "number_of_years_limited": "8 years from final determination date", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent", "fines_or_penalties_on_employer": "$20 - $200 and 10 x WBA", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Illinois use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "IL", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No, unless suit filed and judgment entered; then 9% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "180 days", "max_prison_time_employer": "180 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Indiana use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "IN", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "0.5% per month", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent; 15% of overpayment penalty", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "6 - 36 months or 2 - 8 years", "max_prison_time_employer": "6 - 36 months or 2 - 8 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Iowa use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "IA", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "50% of tax owed", "max_prison_time_claimant": "10 years", "max_prison_time_employer": ""}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Kansas use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "KS", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "25% of overpayment", "fines_or_penalties_on_employer": "$20 - $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Kentucky use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "KY", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$500 - $10,000", "max_prison_time_claimant": "1 - 5 years", "max_prison_time_employer": "1 - 5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Louisiana use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "LA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Penalty is greater of $20 or 25% of overpayment balance", "fines_or_penalties_on_employer": "$50 - $1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 - 90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Maine use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "ME", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st incident, 75% 2nd incident, 100% other incidents", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Maryland use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "MD", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $1,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Massachusetts use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "MA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month until total interest = 50% of overpayment", "fines_or_penalties_on_claimant": "$1,000 - $10,000 fine;15% of overpayment", "fines_or_penalties_on_employer": "$2,500 - $10,000", "max_prison_time_claimant": "6 months to 5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Michigan use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "MI", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from overpayment", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "100% 1st instance; 150% 2nd instance overpayment amount", "fines_or_penalties_on_employer": "100% 1st instance; 150% 2nd instance", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Minnesota use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "MN", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "40% of overpayment", "fines_or_penalties_on_employer": "X", "max_prison_time_claimant": "20 years", "max_prison_time_employer": "20 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Mississippi use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "MS", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from last week overpaid", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$100 - $500 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,000", "max_prison_time_claimant": "30 days for each fraudulent week", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Missouri use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "MO", "reduction_in_wba": "100%", "number_of_years_limited": "No; may write off as uncollectible after 5 years of no activity", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "25% - 100% of overpayment", "fines_or_penalties_on_employer": "25% - 100% of fraudulent amount", "max_prison_time_claimant": "6 months for each violation", "max_prison_time_employer": "6 months for each violation"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Montana use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "MT", "reduction_in_wba": "100%", "number_of_years_limited": "5 years; 10 years if lien filed", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "50% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "Depends on recommendation of district attorney or employer", "max_prison_time_employer": "30 days for each false statement"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Nebraska use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "NE", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "90 days for each count", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Nevada use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "NV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from date overpayment established", "state_tax_refunds": "No", "interest_charged": "Civil judgments only (6% per year)", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does New Hampshire use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "NH", "reduction_in_wba": "1% - 10%", "number_of_years_limited": "10 years from date overpayment decision is final", "state_tax_refunds": "No", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "Up to $100,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does New Jersey use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "NJ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "5% for CY 2009", "fines_or_penalties_on_claimant": "25% of total overpayment", "fines_or_penalties_on_employer": "$100 to $1,000 per offense", "max_prison_time_claimant": "Decided by court", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does New Mexico use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "NM", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does New York use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "NY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "9% per year (civil action only)", "fines_or_penalties_on_claimant": "Up to $500; the greater of $100 or 15% of overpayment", "fines_or_penalties_on_employer": "$500", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does North Carolina use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "NC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $200 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $200", "max_prison_time_claimant": "2 years", "max_prison_time_employer": "2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does North Dakota use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "ND", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Alabama use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "AL", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "2% per month", "fines_or_penalties_on_claimant": "4 x WBA to maximum benefit amount; 15% of overpayment", "fines_or_penalties_on_employer": "$50 \u2013 $500", "max_prison_time_claimant": "1 to 20 years under Classes B & C felony charges", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Alaska use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "AK", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "50% of each fraud overpayment", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "X1"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Arizona use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "AZ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,500", "max_prison_time_claimant": "Depends on individual's record", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Arkansas use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "AR", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "50% of overpayment (15% if repaid within 30 days)", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does California use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "CA", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from mailing", "state_tax_refunds": true, "interest_charged": "7% until summary judgment filed; 10% until paid in full", "fines_or_penalties_on_claimant": "30% of overpayment", "fines_or_penalties_on_employer": "$20,000", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Colorado use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "CO", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$25 - $1,000 fine; 65% of overpayment penalty", "fines_or_penalties_on_employer": "$25 \u2013 $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Connecticut use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "CT", "reduction_in_wba": "100%", "number_of_years_limited": "8 years", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st offense; 100% subsequent offense", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does Delaware use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "DE", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from end of benefit year", "state_tax_refunds": true, "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$23 - $57.50 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, does District of Columbia use state tax refunds to recover overpayments due to fraud?", "answer": {"state": "DC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Ohio?", "answer": {"state": "OH", "reduction_in_wba": 100, "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "14% per year", "fines_or_penalties_on_claimant": "Up to $1,000; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Oklahoma?", "answer": {"state": "OK", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $500 fine each week after conviction; 25% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Oregon?", "answer": {"state": "OR", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15 - 30% of overpayment", "fines_or_penalties_on_employer": "$100 - $500", "max_prison_time_claimant": null, "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Pennsylvania?", "answer": {"state": "PA", "reduction_in_wba": 100, "number_of_years_limited": "10 years from date applied for benefits", "state_tax_refunds": false, "interest_charged": "Computed annually based on IRS rate", "fines_or_penalties_on_claimant": "$500 - $1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,500 per offense", "max_prison_time_claimant": "30 days per week illegally claimed", "max_prison_time_employer": "30 days per offense"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Puerto Rico?", "answer": {"state": "PR", "reduction_in_wba": 100, "number_of_years_limited": "5 years from date established", "state_tax_refunds": false, "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": null, "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Rhode Island?", "answer": {"state": "RI", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Greater of $1,000 or double value of fraud; 15% of overpayment", "fines_or_penalties_on_employer": "Greater of $1,000 or double value of fraud", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in South Carolina?", "answer": {"state": "SC", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$50 - $250 fine; 25% of overpayment", "fines_or_penalties_on_employer": "$20 - $100", "max_prison_time_claimant": "30 days for each offense or week claimed", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in South Dakota?", "answer": {"state": "SD", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "12% per year", "fines_or_penalties_on_claimant": "Up to $2,000 fine (higher fine if amount obtained > $200); 50% 1st instance; 100% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "1 or 2 years", "max_prison_time_employer": "1 or 2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Tennessee?", "answer": {"state": "TN", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "30% 1st instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": null, "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Texas?", "answer": {"state": "TX", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$4,000", "max_prison_time_claimant": "Depends on whether prosecuted as misdemeanor or felony", "max_prison_time_employer": null}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Utah?", "answer": {"state": "UT", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No, unless it goes to judgment", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 100% of overpayment", "fines_or_penalties_on_employer": "Up to $20,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Vermont?", "answer": {"state": "VT", "reduction_in_wba": 100, "number_of_years_limited": "5 years from determination date", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $5,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $50", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Virginia?", "answer": {"state": "VA", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $2,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in US Virgin Islands?", "answer": {"state": "VI", "reduction_in_wba": "Depends on amount and ability of individual to repay", "number_of_years_limited": "2 years from date overpayment is final", "state_tax_refunds": false, "interest_charged": false, "fines_or_penalties_on_claimant": "$50 \u2013 $200 fine", "fines_or_penalties_on_employer": "$50 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Washington?", "answer": {"state": "WA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$20 \u2013 $250 fine; 15% 1st instance; 25% 2nd instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$20 \u2013 $250", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in West Virginia?", "answer": {"state": "WV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from last week overpaid", "state_tax_refunds": false, "interest_charged": true, "fines_or_penalties_on_claimant": "$100 \u2013 $1,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Wisconsin?", "answer": {"state": "WI", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "Up to $25,000 fine; 40% \u2013 100% of overpayment depending on facts of fraud", "fines_or_penalties_on_employer": "Up to $25,000", "max_prison_time_claimant": "Up to 10 years", "max_prison_time_employer": "Up to 10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Wyoming?", "answer": {"state": "WY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "20% of overpayment and additional 5% of unpaid balance every 6 months thereafter until paid", "fines_or_penalties_on_employer": "$750", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Florida?", "answer": {"state": "FL", "reduction_in_wba": "100%", "number_of_years_limited": "Commenced within 7 years from date established", "state_tax_refunds": "No", "interest_charged": "No, unless and until a civil judgment is entered", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$5,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Georgia?", "answer": {"state": "GA", "reduction_in_wba": "100%", "number_of_years_limited": "7 years from release date of notice of determination and overpayment", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000 for basic fraud; at least $1,000 for multiple counts", "max_prison_time_claimant": "12 months per count", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Hawaii?", "answer": {"state": "HI", "reduction_in_wba": "100%", "number_of_years_limited": "2 years from mailing or final appeal decision; after, if individual agrees (percentage up to individual)", "state_tax_refunds": "No", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Idaho?", "answer": {"state": "ID", "reduction_in_wba": "100%", "number_of_years_limited": "8 years from final determination date", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent", "fines_or_penalties_on_employer": "$20 - $200 and 10 x WBA", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Illinois?", "answer": {"state": "IL", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No, unless suit filed and judgment entered; then 9% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "180 days", "max_prison_time_employer": "180 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Indiana?", "answer": {"state": "IN", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "0.5% per month", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent; 15% of overpayment penalty", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "6 - 36 months or 2 - 8 years", "max_prison_time_employer": "6 - 36 months or 2 - 8 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Iowa?", "answer": {"state": "IA", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "50% of tax owed", "max_prison_time_claimant": "10 years", "max_prison_time_employer": ""}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Kansas?", "answer": {"state": "KS", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "25% of overpayment", "fines_or_penalties_on_employer": "$20 - $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Kentucky?", "answer": {"state": "KY", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$500 - $10,000", "max_prison_time_claimant": "1 - 5 years", "max_prison_time_employer": "1 - 5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Louisiana?", "answer": {"state": "LA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Penalty is greater of $20 or 25% of overpayment balance", "fines_or_penalties_on_employer": "$50 - $1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 - 90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Maine?", "answer": {"state": "ME", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st incident, 75% 2nd incident, 100% other incidents", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Maryland?", "answer": {"state": "MD", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $1,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Massachusetts?", "answer": {"state": "MA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month until total interest = 50% of overpayment", "fines_or_penalties_on_claimant": "$1,000 - $10,000 fine;15% of overpayment", "fines_or_penalties_on_employer": "$2,500 - $10,000", "max_prison_time_claimant": "6 months to 5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Michigan?", "answer": {"state": "MI", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from overpayment", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "100% 1st instance; 150% 2nd instance overpayment amount", "fines_or_penalties_on_employer": "100% 1st instance; 150% 2nd instance", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Minnesota?", "answer": {"state": "MN", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "40% of overpayment", "fines_or_penalties_on_employer": "X", "max_prison_time_claimant": "20 years", "max_prison_time_employer": "20 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Mississippi?", "answer": {"state": "MS", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from last week overpaid", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$100 - $500 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,000", "max_prison_time_claimant": "30 days for each fraudulent week", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Missouri?", "answer": {"state": "MO", "reduction_in_wba": "100%", "number_of_years_limited": "No; may write off as uncollectible after 5 years of no activity", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "25% - 100% of overpayment", "fines_or_penalties_on_employer": "25% - 100% of fraudulent amount", "max_prison_time_claimant": "6 months for each violation", "max_prison_time_employer": "6 months for each violation"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Montana?", "answer": {"state": "MT", "reduction_in_wba": "100%", "number_of_years_limited": "5 years; 10 years if lien filed", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "50% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "Depends on recommendation of district attorney or employer", "max_prison_time_employer": "30 days for each false statement"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Nebraska?", "answer": {"state": "NE", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "90 days for each count", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Nevada?", "answer": {"state": "NV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from date overpayment established", "state_tax_refunds": "No", "interest_charged": "Civil judgments only (6% per year)", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in New Hampshire?", "answer": {"state": "NH", "reduction_in_wba": "1% - 10%", "number_of_years_limited": "10 years from date overpayment decision is final", "state_tax_refunds": "No", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "Up to $100,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in New Jersey?", "answer": {"state": "NJ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "5% for CY 2009", "fines_or_penalties_on_claimant": "25% of total overpayment", "fines_or_penalties_on_employer": "$100 to $1,000 per offense", "max_prison_time_claimant": "Decided by court", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in New Mexico?", "answer": {"state": "NM", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in New York?", "answer": {"state": "NY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "9% per year (civil action only)", "fines_or_penalties_on_claimant": "Up to $500; the greater of $100 or 15% of overpayment", "fines_or_penalties_on_employer": "$500", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in North Carolina?", "answer": {"state": "NC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $200 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $200", "max_prison_time_claimant": "2 years", "max_prison_time_employer": "2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in North Dakota?", "answer": {"state": "ND", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Alabama?", "answer": {"state": "AL", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "2% per month", "fines_or_penalties_on_claimant": "4 x WBA to maximum benefit amount; 15% of overpayment", "fines_or_penalties_on_employer": "$50 \u2013 $500", "max_prison_time_claimant": "1 to 20 years under Classes B & C felony charges", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Alaska?", "answer": {"state": "AK", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "50% of each fraud overpayment", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "X1"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Arizona?", "answer": {"state": "AZ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,500", "max_prison_time_claimant": "Depends on individual's record", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Arkansas?", "answer": {"state": "AR", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "50% of overpayment (15% if repaid within 30 days)", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in California?", "answer": {"state": "CA", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from mailing", "state_tax_refunds": true, "interest_charged": "7% until summary judgment filed; 10% until paid in full", "fines_or_penalties_on_claimant": "30% of overpayment", "fines_or_penalties_on_employer": "$20,000", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Colorado?", "answer": {"state": "CO", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$25 - $1,000 fine; 65% of overpayment penalty", "fines_or_penalties_on_employer": "$25 \u2013 $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Connecticut?", "answer": {"state": "CT", "reduction_in_wba": "100%", "number_of_years_limited": "8 years", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st offense; 100% subsequent offense", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in Delaware?", "answer": {"state": "DE", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from end of benefit year", "state_tax_refunds": true, "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$23 - $57.50 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the interest charged for fraud-related overpayments in District of Columbia?", "answer": {"state": "DC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Ohio?", "answer": {"state": "OH", "reduction_in_wba": 100, "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "14% per year", "fines_or_penalties_on_claimant": "Up to $1,000; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Oklahoma?", "answer": {"state": "OK", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $500 fine each week after conviction; 25% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Oregon?", "answer": {"state": "OR", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15 - 30% of overpayment", "fines_or_penalties_on_employer": "$100 - $500", "max_prison_time_claimant": null, "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Pennsylvania?", "answer": {"state": "PA", "reduction_in_wba": 100, "number_of_years_limited": "10 years from date applied for benefits", "state_tax_refunds": false, "interest_charged": "Computed annually based on IRS rate", "fines_or_penalties_on_claimant": "$500 - $1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,500 per offense", "max_prison_time_claimant": "30 days per week illegally claimed", "max_prison_time_employer": "30 days per offense"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Puerto Rico?", "answer": {"state": "PR", "reduction_in_wba": 100, "number_of_years_limited": "5 years from date established", "state_tax_refunds": false, "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": null, "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Rhode Island?", "answer": {"state": "RI", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Greater of $1,000 or double value of fraud; 15% of overpayment", "fines_or_penalties_on_employer": "Greater of $1,000 or double value of fraud", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in South Carolina?", "answer": {"state": "SC", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$50 - $250 fine; 25% of overpayment", "fines_or_penalties_on_employer": "$20 - $100", "max_prison_time_claimant": "30 days for each offense or week claimed", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in South Dakota?", "answer": {"state": "SD", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "12% per year", "fines_or_penalties_on_claimant": "Up to $2,000 fine (higher fine if amount obtained > $200); 50% 1st instance; 100% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "1 or 2 years", "max_prison_time_employer": "1 or 2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Tennessee?", "answer": {"state": "TN", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "30% 1st instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": null, "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Texas?", "answer": {"state": "TX", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$4,000", "max_prison_time_claimant": "Depends on whether prosecuted as misdemeanor or felony", "max_prison_time_employer": null}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Utah?", "answer": {"state": "UT", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No, unless it goes to judgment", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 100% of overpayment", "fines_or_penalties_on_employer": "Up to $20,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Vermont?", "answer": {"state": "VT", "reduction_in_wba": 100, "number_of_years_limited": "5 years from determination date", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $5,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $50", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Virginia?", "answer": {"state": "VA", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $2,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in US Virgin Islands?", "answer": {"state": "VI", "reduction_in_wba": "Depends on amount and ability of individual to repay", "number_of_years_limited": "2 years from date overpayment is final", "state_tax_refunds": false, "interest_charged": false, "fines_or_penalties_on_claimant": "$50 \u2013 $200 fine", "fines_or_penalties_on_employer": "$50 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Washington?", "answer": {"state": "WA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$20 \u2013 $250 fine; 15% 1st instance; 25% 2nd instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$20 \u2013 $250", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in West Virginia?", "answer": {"state": "WV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from last week overpaid", "state_tax_refunds": false, "interest_charged": true, "fines_or_penalties_on_claimant": "$100 \u2013 $1,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Wisconsin?", "answer": {"state": "WI", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "Up to $25,000 fine; 40% \u2013 100% of overpayment depending on facts of fraud", "fines_or_penalties_on_employer": "Up to $25,000", "max_prison_time_claimant": "Up to 10 years", "max_prison_time_employer": "Up to 10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Wyoming?", "answer": {"state": "WY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "20% of overpayment and additional 5% of unpaid balance every 6 months thereafter until paid", "fines_or_penalties_on_employer": "$750", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Florida?", "answer": {"state": "FL", "reduction_in_wba": "100%", "number_of_years_limited": "Commenced within 7 years from date established", "state_tax_refunds": "No", "interest_charged": "No, unless and until a civil judgment is entered", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$5,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Georgia?", "answer": {"state": "GA", "reduction_in_wba": "100%", "number_of_years_limited": "7 years from release date of notice of determination and overpayment", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000 for basic fraud; at least $1,000 for multiple counts", "max_prison_time_claimant": "12 months per count", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Hawaii?", "answer": {"state": "HI", "reduction_in_wba": "100%", "number_of_years_limited": "2 years from mailing or final appeal decision; after, if individual agrees (percentage up to individual)", "state_tax_refunds": "No", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Idaho?", "answer": {"state": "ID", "reduction_in_wba": "100%", "number_of_years_limited": "8 years from final determination date", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent", "fines_or_penalties_on_employer": "$20 - $200 and 10 x WBA", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Illinois?", "answer": {"state": "IL", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No, unless suit filed and judgment entered; then 9% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "180 days", "max_prison_time_employer": "180 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Indiana?", "answer": {"state": "IN", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "0.5% per month", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent; 15% of overpayment penalty", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "6 - 36 months or 2 - 8 years", "max_prison_time_employer": "6 - 36 months or 2 - 8 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Iowa?", "answer": {"state": "IA", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "50% of tax owed", "max_prison_time_claimant": "10 years", "max_prison_time_employer": ""}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Kansas?", "answer": {"state": "KS", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "25% of overpayment", "fines_or_penalties_on_employer": "$20 - $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Kentucky?", "answer": {"state": "KY", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$500 - $10,000", "max_prison_time_claimant": "1 - 5 years", "max_prison_time_employer": "1 - 5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Louisiana?", "answer": {"state": "LA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Penalty is greater of $20 or 25% of overpayment balance", "fines_or_penalties_on_employer": "$50 - $1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 - 90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Maine?", "answer": {"state": "ME", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st incident, 75% 2nd incident, 100% other incidents", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Maryland?", "answer": {"state": "MD", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $1,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Massachusetts?", "answer": {"state": "MA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month until total interest = 50% of overpayment", "fines_or_penalties_on_claimant": "$1,000 - $10,000 fine;15% of overpayment", "fines_or_penalties_on_employer": "$2,500 - $10,000", "max_prison_time_claimant": "6 months to 5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Michigan?", "answer": {"state": "MI", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from overpayment", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "100% 1st instance; 150% 2nd instance overpayment amount", "fines_or_penalties_on_employer": "100% 1st instance; 150% 2nd instance", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Minnesota?", "answer": {"state": "MN", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "40% of overpayment", "fines_or_penalties_on_employer": "X", "max_prison_time_claimant": "20 years", "max_prison_time_employer": "20 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Mississippi?", "answer": {"state": "MS", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from last week overpaid", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$100 - $500 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,000", "max_prison_time_claimant": "30 days for each fraudulent week", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Missouri?", "answer": {"state": "MO", "reduction_in_wba": "100%", "number_of_years_limited": "No; may write off as uncollectible after 5 years of no activity", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "25% - 100% of overpayment", "fines_or_penalties_on_employer": "25% - 100% of fraudulent amount", "max_prison_time_claimant": "6 months for each violation", "max_prison_time_employer": "6 months for each violation"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Montana?", "answer": {"state": "MT", "reduction_in_wba": "100%", "number_of_years_limited": "5 years; 10 years if lien filed", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "50% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "Depends on recommendation of district attorney or employer", "max_prison_time_employer": "30 days for each false statement"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Nebraska?", "answer": {"state": "NE", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "90 days for each count", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Nevada?", "answer": {"state": "NV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from date overpayment established", "state_tax_refunds": "No", "interest_charged": "Civil judgments only (6% per year)", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in New Hampshire?", "answer": {"state": "NH", "reduction_in_wba": "1% - 10%", "number_of_years_limited": "10 years from date overpayment decision is final", "state_tax_refunds": "No", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "Up to $100,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in New Jersey?", "answer": {"state": "NJ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "5% for CY 2009", "fines_or_penalties_on_claimant": "25% of total overpayment", "fines_or_penalties_on_employer": "$100 to $1,000 per offense", "max_prison_time_claimant": "Decided by court", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in New Mexico?", "answer": {"state": "NM", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in New York?", "answer": {"state": "NY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "9% per year (civil action only)", "fines_or_penalties_on_claimant": "Up to $500; the greater of $100 or 15% of overpayment", "fines_or_penalties_on_employer": "$500", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in North Carolina?", "answer": {"state": "NC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $200 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $200", "max_prison_time_claimant": "2 years", "max_prison_time_employer": "2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in North Dakota?", "answer": {"state": "ND", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Alabama?", "answer": {"state": "AL", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "2% per month", "fines_or_penalties_on_claimant": "4 x WBA to maximum benefit amount; 15% of overpayment", "fines_or_penalties_on_employer": "$50 \u2013 $500", "max_prison_time_claimant": "1 to 20 years under Classes B & C felony charges", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Alaska?", "answer": {"state": "AK", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "50% of each fraud overpayment", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "X1"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Arizona?", "answer": {"state": "AZ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,500", "max_prison_time_claimant": "Depends on individual's record", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Arkansas?", "answer": {"state": "AR", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "50% of overpayment (15% if repaid within 30 days)", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in California?", "answer": {"state": "CA", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from mailing", "state_tax_refunds": true, "interest_charged": "7% until summary judgment filed; 10% until paid in full", "fines_or_penalties_on_claimant": "30% of overpayment", "fines_or_penalties_on_employer": "$20,000", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Colorado?", "answer": {"state": "CO", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$25 - $1,000 fine; 65% of overpayment penalty", "fines_or_penalties_on_employer": "$25 \u2013 $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Connecticut?", "answer": {"state": "CT", "reduction_in_wba": "100%", "number_of_years_limited": "8 years", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st offense; 100% subsequent offense", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in Delaware?", "answer": {"state": "DE", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from end of benefit year", "state_tax_refunds": true, "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$23 - $57.50 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on claimants for fraud in District of Columbia?", "answer": {"state": "DC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Ohio?", "answer": {"state": "OH", "reduction_in_wba": 100, "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "14% per year", "fines_or_penalties_on_claimant": "Up to $1,000; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Oklahoma?", "answer": {"state": "OK", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $500 fine each week after conviction; 25% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Oregon?", "answer": {"state": "OR", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15 - 30% of overpayment", "fines_or_penalties_on_employer": "$100 - $500", "max_prison_time_claimant": null, "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Pennsylvania?", "answer": {"state": "PA", "reduction_in_wba": 100, "number_of_years_limited": "10 years from date applied for benefits", "state_tax_refunds": false, "interest_charged": "Computed annually based on IRS rate", "fines_or_penalties_on_claimant": "$500 - $1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,500 per offense", "max_prison_time_claimant": "30 days per week illegally claimed", "max_prison_time_employer": "30 days per offense"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Puerto Rico?", "answer": {"state": "PR", "reduction_in_wba": 100, "number_of_years_limited": "5 years from date established", "state_tax_refunds": false, "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": null, "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Rhode Island?", "answer": {"state": "RI", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Greater of $1,000 or double value of fraud; 15% of overpayment", "fines_or_penalties_on_employer": "Greater of $1,000 or double value of fraud", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in South Carolina?", "answer": {"state": "SC", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$50 - $250 fine; 25% of overpayment", "fines_or_penalties_on_employer": "$20 - $100", "max_prison_time_claimant": "30 days for each offense or week claimed", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in South Dakota?", "answer": {"state": "SD", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "12% per year", "fines_or_penalties_on_claimant": "Up to $2,000 fine (higher fine if amount obtained > $200); 50% 1st instance; 100% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "1 or 2 years", "max_prison_time_employer": "1 or 2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Tennessee?", "answer": {"state": "TN", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "30% 1st instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": null, "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Texas?", "answer": {"state": "TX", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$4,000", "max_prison_time_claimant": "Depends on whether prosecuted as misdemeanor or felony", "max_prison_time_employer": null}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Utah?", "answer": {"state": "UT", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No, unless it goes to judgment", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 100% of overpayment", "fines_or_penalties_on_employer": "Up to $20,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Vermont?", "answer": {"state": "VT", "reduction_in_wba": 100, "number_of_years_limited": "5 years from determination date", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $5,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $50", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Virginia?", "answer": {"state": "VA", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $2,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in US Virgin Islands?", "answer": {"state": "VI", "reduction_in_wba": "Depends on amount and ability of individual to repay", "number_of_years_limited": "2 years from date overpayment is final", "state_tax_refunds": false, "interest_charged": false, "fines_or_penalties_on_claimant": "$50 \u2013 $200 fine", "fines_or_penalties_on_employer": "$50 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Washington?", "answer": {"state": "WA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$20 \u2013 $250 fine; 15% 1st instance; 25% 2nd instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$20 \u2013 $250", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in West Virginia?", "answer": {"state": "WV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from last week overpaid", "state_tax_refunds": false, "interest_charged": true, "fines_or_penalties_on_claimant": "$100 \u2013 $1,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Wisconsin?", "answer": {"state": "WI", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "Up to $25,000 fine; 40% \u2013 100% of overpayment depending on facts of fraud", "fines_or_penalties_on_employer": "Up to $25,000", "max_prison_time_claimant": "Up to 10 years", "max_prison_time_employer": "Up to 10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Wyoming?", "answer": {"state": "WY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "20% of overpayment and additional 5% of unpaid balance every 6 months thereafter until paid", "fines_or_penalties_on_employer": "$750", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Florida?", "answer": {"state": "FL", "reduction_in_wba": "100%", "number_of_years_limited": "Commenced within 7 years from date established", "state_tax_refunds": "No", "interest_charged": "No, unless and until a civil judgment is entered", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$5,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Georgia?", "answer": {"state": "GA", "reduction_in_wba": "100%", "number_of_years_limited": "7 years from release date of notice of determination and overpayment", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000 for basic fraud; at least $1,000 for multiple counts", "max_prison_time_claimant": "12 months per count", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Hawaii?", "answer": {"state": "HI", "reduction_in_wba": "100%", "number_of_years_limited": "2 years from mailing or final appeal decision; after, if individual agrees (percentage up to individual)", "state_tax_refunds": "No", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Idaho?", "answer": {"state": "ID", "reduction_in_wba": "100%", "number_of_years_limited": "8 years from final determination date", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent", "fines_or_penalties_on_employer": "$20 - $200 and 10 x WBA", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Illinois?", "answer": {"state": "IL", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No, unless suit filed and judgment entered; then 9% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "180 days", "max_prison_time_employer": "180 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Indiana?", "answer": {"state": "IN", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "0.5% per month", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent; 15% of overpayment penalty", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "6 - 36 months or 2 - 8 years", "max_prison_time_employer": "6 - 36 months or 2 - 8 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Iowa?", "answer": {"state": "IA", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "50% of tax owed", "max_prison_time_claimant": "10 years", "max_prison_time_employer": ""}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Kansas?", "answer": {"state": "KS", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "25% of overpayment", "fines_or_penalties_on_employer": "$20 - $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Kentucky?", "answer": {"state": "KY", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$500 - $10,000", "max_prison_time_claimant": "1 - 5 years", "max_prison_time_employer": "1 - 5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Louisiana?", "answer": {"state": "LA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Penalty is greater of $20 or 25% of overpayment balance", "fines_or_penalties_on_employer": "$50 - $1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 - 90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Maine?", "answer": {"state": "ME", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st incident, 75% 2nd incident, 100% other incidents", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Maryland?", "answer": {"state": "MD", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $1,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Massachusetts?", "answer": {"state": "MA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month until total interest = 50% of overpayment", "fines_or_penalties_on_claimant": "$1,000 - $10,000 fine;15% of overpayment", "fines_or_penalties_on_employer": "$2,500 - $10,000", "max_prison_time_claimant": "6 months to 5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Michigan?", "answer": {"state": "MI", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from overpayment", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "100% 1st instance; 150% 2nd instance overpayment amount", "fines_or_penalties_on_employer": "100% 1st instance; 150% 2nd instance", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Minnesota?", "answer": {"state": "MN", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "40% of overpayment", "fines_or_penalties_on_employer": "X", "max_prison_time_claimant": "20 years", "max_prison_time_employer": "20 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Mississippi?", "answer": {"state": "MS", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from last week overpaid", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$100 - $500 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,000", "max_prison_time_claimant": "30 days for each fraudulent week", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Missouri?", "answer": {"state": "MO", "reduction_in_wba": "100%", "number_of_years_limited": "No; may write off as uncollectible after 5 years of no activity", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "25% - 100% of overpayment", "fines_or_penalties_on_employer": "25% - 100% of fraudulent amount", "max_prison_time_claimant": "6 months for each violation", "max_prison_time_employer": "6 months for each violation"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Montana?", "answer": {"state": "MT", "reduction_in_wba": "100%", "number_of_years_limited": "5 years; 10 years if lien filed", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "50% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "Depends on recommendation of district attorney or employer", "max_prison_time_employer": "30 days for each false statement"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Nebraska?", "answer": {"state": "NE", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "90 days for each count", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Nevada?", "answer": {"state": "NV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from date overpayment established", "state_tax_refunds": "No", "interest_charged": "Civil judgments only (6% per year)", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in New Hampshire?", "answer": {"state": "NH", "reduction_in_wba": "1% - 10%", "number_of_years_limited": "10 years from date overpayment decision is final", "state_tax_refunds": "No", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "Up to $100,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in New Jersey?", "answer": {"state": "NJ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "5% for CY 2009", "fines_or_penalties_on_claimant": "25% of total overpayment", "fines_or_penalties_on_employer": "$100 to $1,000 per offense", "max_prison_time_claimant": "Decided by court", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in New Mexico?", "answer": {"state": "NM", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in New York?", "answer": {"state": "NY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "9% per year (civil action only)", "fines_or_penalties_on_claimant": "Up to $500; the greater of $100 or 15% of overpayment", "fines_or_penalties_on_employer": "$500", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in North Carolina?", "answer": {"state": "NC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $200 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $200", "max_prison_time_claimant": "2 years", "max_prison_time_employer": "2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in North Dakota?", "answer": {"state": "ND", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Alabama?", "answer": {"state": "AL", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "2% per month", "fines_or_penalties_on_claimant": "4 x WBA to maximum benefit amount; 15% of overpayment", "fines_or_penalties_on_employer": "$50 \u2013 $500", "max_prison_time_claimant": "1 to 20 years under Classes B & C felony charges", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Alaska?", "answer": {"state": "AK", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "50% of each fraud overpayment", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "X1"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Arizona?", "answer": {"state": "AZ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,500", "max_prison_time_claimant": "Depends on individual's record", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Arkansas?", "answer": {"state": "AR", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "50% of overpayment (15% if repaid within 30 days)", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in California?", "answer": {"state": "CA", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from mailing", "state_tax_refunds": true, "interest_charged": "7% until summary judgment filed; 10% until paid in full", "fines_or_penalties_on_claimant": "30% of overpayment", "fines_or_penalties_on_employer": "$20,000", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Colorado?", "answer": {"state": "CO", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$25 - $1,000 fine; 65% of overpayment penalty", "fines_or_penalties_on_employer": "$25 \u2013 $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Connecticut?", "answer": {"state": "CT", "reduction_in_wba": "100%", "number_of_years_limited": "8 years", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st offense; 100% subsequent offense", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in Delaware?", "answer": {"state": "DE", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from end of benefit year", "state_tax_refunds": true, "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$23 - $57.50 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what are the fines or penalties imposed on employers for fraud in District of Columbia?", "answer": {"state": "DC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Ohio?", "answer": {"state": "OH", "reduction_in_wba": 100, "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "14% per year", "fines_or_penalties_on_claimant": "Up to $1,000; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Oklahoma?", "answer": {"state": "OK", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $500 fine each week after conviction; 25% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Oregon?", "answer": {"state": "OR", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15 - 30% of overpayment", "fines_or_penalties_on_employer": "$100 - $500", "max_prison_time_claimant": null, "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Pennsylvania?", "answer": {"state": "PA", "reduction_in_wba": 100, "number_of_years_limited": "10 years from date applied for benefits", "state_tax_refunds": false, "interest_charged": "Computed annually based on IRS rate", "fines_or_penalties_on_claimant": "$500 - $1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,500 per offense", "max_prison_time_claimant": "30 days per week illegally claimed", "max_prison_time_employer": "30 days per offense"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Puerto Rico?", "answer": {"state": "PR", "reduction_in_wba": 100, "number_of_years_limited": "5 years from date established", "state_tax_refunds": false, "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": null, "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Rhode Island?", "answer": {"state": "RI", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Greater of $1,000 or double value of fraud; 15% of overpayment", "fines_or_penalties_on_employer": "Greater of $1,000 or double value of fraud", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in South Carolina?", "answer": {"state": "SC", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$50 - $250 fine; 25% of overpayment", "fines_or_penalties_on_employer": "$20 - $100", "max_prison_time_claimant": "30 days for each offense or week claimed", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in South Dakota?", "answer": {"state": "SD", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "12% per year", "fines_or_penalties_on_claimant": "Up to $2,000 fine (higher fine if amount obtained > $200); 50% 1st instance; 100% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "1 or 2 years", "max_prison_time_employer": "1 or 2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Tennessee?", "answer": {"state": "TN", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "30% 1st instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": null, "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Texas?", "answer": {"state": "TX", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$4,000", "max_prison_time_claimant": "Depends on whether prosecuted as misdemeanor or felony", "max_prison_time_employer": null}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Utah?", "answer": {"state": "UT", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No, unless it goes to judgment", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 100% of overpayment", "fines_or_penalties_on_employer": "Up to $20,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Vermont?", "answer": {"state": "VT", "reduction_in_wba": 100, "number_of_years_limited": "5 years from determination date", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $5,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $50", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Virginia?", "answer": {"state": "VA", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $2,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in US Virgin Islands?", "answer": {"state": "VI", "reduction_in_wba": "Depends on amount and ability of individual to repay", "number_of_years_limited": "2 years from date overpayment is final", "state_tax_refunds": false, "interest_charged": false, "fines_or_penalties_on_claimant": "$50 \u2013 $200 fine", "fines_or_penalties_on_employer": "$50 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Washington?", "answer": {"state": "WA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$20 \u2013 $250 fine; 15% 1st instance; 25% 2nd instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$20 \u2013 $250", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in West Virginia?", "answer": {"state": "WV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from last week overpaid", "state_tax_refunds": false, "interest_charged": true, "fines_or_penalties_on_claimant": "$100 \u2013 $1,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Wisconsin?", "answer": {"state": "WI", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "Up to $25,000 fine; 40% \u2013 100% of overpayment depending on facts of fraud", "fines_or_penalties_on_employer": "Up to $25,000", "max_prison_time_claimant": "Up to 10 years", "max_prison_time_employer": "Up to 10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Wyoming?", "answer": {"state": "WY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "20% of overpayment and additional 5% of unpaid balance every 6 months thereafter until paid", "fines_or_penalties_on_employer": "$750", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Florida?", "answer": {"state": "FL", "reduction_in_wba": "100%", "number_of_years_limited": "Commenced within 7 years from date established", "state_tax_refunds": "No", "interest_charged": "No, unless and until a civil judgment is entered", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$5,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Georgia?", "answer": {"state": "GA", "reduction_in_wba": "100%", "number_of_years_limited": "7 years from release date of notice of determination and overpayment", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000 for basic fraud; at least $1,000 for multiple counts", "max_prison_time_claimant": "12 months per count", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Hawaii?", "answer": {"state": "HI", "reduction_in_wba": "100%", "number_of_years_limited": "2 years from mailing or final appeal decision; after, if individual agrees (percentage up to individual)", "state_tax_refunds": "No", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Idaho?", "answer": {"state": "ID", "reduction_in_wba": "100%", "number_of_years_limited": "8 years from final determination date", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent", "fines_or_penalties_on_employer": "$20 - $200 and 10 x WBA", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Illinois?", "answer": {"state": "IL", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No, unless suit filed and judgment entered; then 9% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "180 days", "max_prison_time_employer": "180 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Indiana?", "answer": {"state": "IN", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "0.5% per month", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent; 15% of overpayment penalty", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "6 - 36 months or 2 - 8 years", "max_prison_time_employer": "6 - 36 months or 2 - 8 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Iowa?", "answer": {"state": "IA", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "50% of tax owed", "max_prison_time_claimant": "10 years", "max_prison_time_employer": ""}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Kansas?", "answer": {"state": "KS", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "25% of overpayment", "fines_or_penalties_on_employer": "$20 - $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Kentucky?", "answer": {"state": "KY", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$500 - $10,000", "max_prison_time_claimant": "1 - 5 years", "max_prison_time_employer": "1 - 5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Louisiana?", "answer": {"state": "LA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Penalty is greater of $20 or 25% of overpayment balance", "fines_or_penalties_on_employer": "$50 - $1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 - 90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Maine?", "answer": {"state": "ME", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st incident, 75% 2nd incident, 100% other incidents", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Maryland?", "answer": {"state": "MD", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $1,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Massachusetts?", "answer": {"state": "MA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month until total interest = 50% of overpayment", "fines_or_penalties_on_claimant": "$1,000 - $10,000 fine;15% of overpayment", "fines_or_penalties_on_employer": "$2,500 - $10,000", "max_prison_time_claimant": "6 months to 5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Michigan?", "answer": {"state": "MI", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from overpayment", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "100% 1st instance; 150% 2nd instance overpayment amount", "fines_or_penalties_on_employer": "100% 1st instance; 150% 2nd instance", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Minnesota?", "answer": {"state": "MN", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "40% of overpayment", "fines_or_penalties_on_employer": "X", "max_prison_time_claimant": "20 years", "max_prison_time_employer": "20 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Mississippi?", "answer": {"state": "MS", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from last week overpaid", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$100 - $500 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,000", "max_prison_time_claimant": "30 days for each fraudulent week", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Missouri?", "answer": {"state": "MO", "reduction_in_wba": "100%", "number_of_years_limited": "No; may write off as uncollectible after 5 years of no activity", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "25% - 100% of overpayment", "fines_or_penalties_on_employer": "25% - 100% of fraudulent amount", "max_prison_time_claimant": "6 months for each violation", "max_prison_time_employer": "6 months for each violation"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Montana?", "answer": {"state": "MT", "reduction_in_wba": "100%", "number_of_years_limited": "5 years; 10 years if lien filed", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "50% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "Depends on recommendation of district attorney or employer", "max_prison_time_employer": "30 days for each false statement"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Nebraska?", "answer": {"state": "NE", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "90 days for each count", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Nevada?", "answer": {"state": "NV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from date overpayment established", "state_tax_refunds": "No", "interest_charged": "Civil judgments only (6% per year)", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in New Hampshire?", "answer": {"state": "NH", "reduction_in_wba": "1% - 10%", "number_of_years_limited": "10 years from date overpayment decision is final", "state_tax_refunds": "No", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "Up to $100,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in New Jersey?", "answer": {"state": "NJ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "5% for CY 2009", "fines_or_penalties_on_claimant": "25% of total overpayment", "fines_or_penalties_on_employer": "$100 to $1,000 per offense", "max_prison_time_claimant": "Decided by court", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in New Mexico?", "answer": {"state": "NM", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in New York?", "answer": {"state": "NY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "9% per year (civil action only)", "fines_or_penalties_on_claimant": "Up to $500; the greater of $100 or 15% of overpayment", "fines_or_penalties_on_employer": "$500", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in North Carolina?", "answer": {"state": "NC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $200 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $200", "max_prison_time_claimant": "2 years", "max_prison_time_employer": "2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in North Dakota?", "answer": {"state": "ND", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Alabama?", "answer": {"state": "AL", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "2% per month", "fines_or_penalties_on_claimant": "4 x WBA to maximum benefit amount; 15% of overpayment", "fines_or_penalties_on_employer": "$50 \u2013 $500", "max_prison_time_claimant": "1 to 20 years under Classes B & C felony charges", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Alaska?", "answer": {"state": "AK", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "50% of each fraud overpayment", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "X1"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Arizona?", "answer": {"state": "AZ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,500", "max_prison_time_claimant": "Depends on individual's record", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Arkansas?", "answer": {"state": "AR", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "50% of overpayment (15% if repaid within 30 days)", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in California?", "answer": {"state": "CA", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from mailing", "state_tax_refunds": true, "interest_charged": "7% until summary judgment filed; 10% until paid in full", "fines_or_penalties_on_claimant": "30% of overpayment", "fines_or_penalties_on_employer": "$20,000", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Colorado?", "answer": {"state": "CO", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$25 - $1,000 fine; 65% of overpayment penalty", "fines_or_penalties_on_employer": "$25 \u2013 $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Connecticut?", "answer": {"state": "CT", "reduction_in_wba": "100%", "number_of_years_limited": "8 years", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st offense; 100% subsequent offense", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in Delaware?", "answer": {"state": "DE", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from end of benefit year", "state_tax_refunds": true, "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$23 - $57.50 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for claimants convicted of fraud in District of Columbia?", "answer": {"state": "DC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Ohio?", "answer": {"state": "OH", "reduction_in_wba": 100, "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "14% per year", "fines_or_penalties_on_claimant": "Up to $1,000; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Oklahoma?", "answer": {"state": "OK", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $500 fine each week after conviction; 25% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Oregon?", "answer": {"state": "OR", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15 - 30% of overpayment", "fines_or_penalties_on_employer": "$100 - $500", "max_prison_time_claimant": null, "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Pennsylvania?", "answer": {"state": "PA", "reduction_in_wba": 100, "number_of_years_limited": "10 years from date applied for benefits", "state_tax_refunds": false, "interest_charged": "Computed annually based on IRS rate", "fines_or_penalties_on_claimant": "$500 - $1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,500 per offense", "max_prison_time_claimant": "30 days per week illegally claimed", "max_prison_time_employer": "30 days per offense"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Puerto Rico?", "answer": {"state": "PR", "reduction_in_wba": 100, "number_of_years_limited": "5 years from date established", "state_tax_refunds": false, "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": null, "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Rhode Island?", "answer": {"state": "RI", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Greater of $1,000 or double value of fraud; 15% of overpayment", "fines_or_penalties_on_employer": "Greater of $1,000 or double value of fraud", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in South Carolina?", "answer": {"state": "SC", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$50 - $250 fine; 25% of overpayment", "fines_or_penalties_on_employer": "$20 - $100", "max_prison_time_claimant": "30 days for each offense or week claimed", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in South Dakota?", "answer": {"state": "SD", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "12% per year", "fines_or_penalties_on_claimant": "Up to $2,000 fine (higher fine if amount obtained > $200); 50% 1st instance; 100% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "1 or 2 years", "max_prison_time_employer": "1 or 2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Tennessee?", "answer": {"state": "TN", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "30% 1st instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": null, "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Texas?", "answer": {"state": "TX", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$4,000", "max_prison_time_claimant": "Depends on whether prosecuted as misdemeanor or felony", "max_prison_time_employer": null}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Utah?", "answer": {"state": "UT", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No, unless it goes to judgment", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 100% of overpayment", "fines_or_penalties_on_employer": "Up to $20,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Vermont?", "answer": {"state": "VT", "reduction_in_wba": 100, "number_of_years_limited": "5 years from determination date", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $5,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $50", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Virginia?", "answer": {"state": "VA", "reduction_in_wba": 100, "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $2,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in US Virgin Islands?", "answer": {"state": "VI", "reduction_in_wba": "Depends on amount and ability of individual to repay", "number_of_years_limited": "2 years from date overpayment is final", "state_tax_refunds": false, "interest_charged": false, "fines_or_penalties_on_claimant": "$50 \u2013 $200 fine", "fines_or_penalties_on_employer": "$50 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Washington?", "answer": {"state": "WA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": false, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$20 \u2013 $250 fine; 15% 1st instance; 25% 2nd instance; 50% any subsequent instance overpayment amount", "fines_or_penalties_on_employer": "$20 \u2013 $250", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in West Virginia?", "answer": {"state": "WV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from last week overpaid", "state_tax_refunds": false, "interest_charged": true, "fines_or_penalties_on_claimant": "$100 \u2013 $1,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Wisconsin?", "answer": {"state": "WI", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "Up to $25,000 fine; 40% \u2013 100% of overpayment depending on facts of fraud", "fines_or_penalties_on_employer": "Up to $25,000", "max_prison_time_claimant": "Up to 10 years", "max_prison_time_employer": "Up to 10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Wyoming?", "answer": {"state": "WY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": false, "fines_or_penalties_on_claimant": "20% of overpayment and additional 5% of unpaid balance every 6 months thereafter until paid", "fines_or_penalties_on_employer": "$750", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Florida?", "answer": {"state": "FL", "reduction_in_wba": "100%", "number_of_years_limited": "Commenced within 7 years from date established", "state_tax_refunds": "No", "interest_charged": "No, unless and until a civil judgment is entered", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$5,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Georgia?", "answer": {"state": "GA", "reduction_in_wba": "100%", "number_of_years_limited": "7 years from release date of notice of determination and overpayment", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000 for basic fraud; at least $1,000 for multiple counts", "max_prison_time_claimant": "12 months per count", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Hawaii?", "answer": {"state": "HI", "reduction_in_wba": "100%", "number_of_years_limited": "2 years from mailing or final appeal decision; after, if individual agrees (percentage up to individual)", "state_tax_refunds": "No", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Idaho?", "answer": {"state": "ID", "reduction_in_wba": "100%", "number_of_years_limited": "8 years from final determination date", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent", "fines_or_penalties_on_employer": "$20 - $200 and 10 x WBA", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Illinois?", "answer": {"state": "IL", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No, unless suit filed and judgment entered; then 9% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "180 days", "max_prison_time_employer": "180 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Indiana?", "answer": {"state": "IN", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "0.5% per month", "fines_or_penalties_on_claimant": "25% 1st instance; 50% 2nd instance; 100% 3rd instance and subsequent; 15% of overpayment penalty", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "6 - 36 months or 2 - 8 years", "max_prison_time_employer": "6 - 36 months or 2 - 8 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Iowa?", "answer": {"state": "IA", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "50% of tax owed", "max_prison_time_claimant": "10 years", "max_prison_time_employer": ""}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Kansas?", "answer": {"state": "KS", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "25% of overpayment", "fines_or_penalties_on_employer": "$20 - $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Kentucky?", "answer": {"state": "KY", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $10,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$500 - $10,000", "max_prison_time_claimant": "1 - 5 years", "max_prison_time_employer": "1 - 5 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Louisiana?", "answer": {"state": "LA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Penalty is greater of $20 or 25% of overpayment balance", "fines_or_penalties_on_employer": "$50 - $1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 - 90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Maine?", "answer": {"state": "ME", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st incident, 75% 2nd incident, 100% other incidents", "fines_or_penalties_on_employer": "Not specified", "max_prison_time_claimant": "Not specified", "max_prison_time_employer": "Not specified"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Maryland?", "answer": {"state": "MD", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1.5% per month", "fines_or_penalties_on_claimant": "Up to $1,000 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $1,000", "max_prison_time_claimant": "90 days", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Massachusetts?", "answer": {"state": "MA", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "1% per month until total interest = 50% of overpayment", "fines_or_penalties_on_claimant": "$1,000 - $10,000 fine;15% of overpayment", "fines_or_penalties_on_employer": "$2,500 - $10,000", "max_prison_time_claimant": "6 months to 5 years", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Michigan?", "answer": {"state": "MI", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from overpayment", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "100% 1st instance; 150% 2nd instance overpayment amount", "fines_or_penalties_on_employer": "100% 1st instance; 150% 2nd instance", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Minnesota?", "answer": {"state": "MN", "reduction_in_wba": "", "number_of_years_limited": "", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "40% of overpayment", "fines_or_penalties_on_employer": "X", "max_prison_time_claimant": "20 years", "max_prison_time_employer": "20 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Mississippi?", "answer": {"state": "MS", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from last week overpaid", "state_tax_refunds": "Yes", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "$100 - $500 fine; 20% of overpayment", "fines_or_penalties_on_employer": "$100 - $1,000", "max_prison_time_claimant": "30 days for each fraudulent week", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Missouri?", "answer": {"state": "MO", "reduction_in_wba": "100%", "number_of_years_limited": "No; may write off as uncollectible after 5 years of no activity", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "25% - 100% of overpayment", "fines_or_penalties_on_employer": "25% - 100% of fraudulent amount", "max_prison_time_claimant": "6 months for each violation", "max_prison_time_employer": "6 months for each violation"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Montana?", "answer": {"state": "MT", "reduction_in_wba": "100%", "number_of_years_limited": "5 years; 10 years if lien filed", "state_tax_refunds": "Yes", "interest_charged": "Yes", "fines_or_penalties_on_claimant": "50% of overpayment", "fines_or_penalties_on_employer": "$50 - $500", "max_prison_time_claimant": "Depends on recommendation of district attorney or employer", "max_prison_time_employer": "30 days for each false statement"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Nebraska?", "answer": {"state": "NE", "reduction_in_wba": "100%", "number_of_years_limited": "3 years from end of applicable BY", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $500", "max_prison_time_claimant": "90 days for each count", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Nevada?", "answer": {"state": "NV", "reduction_in_wba": "100%", "number_of_years_limited": "10 years from date overpayment established", "state_tax_refunds": "No", "interest_charged": "Civil judgments only (6% per year)", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "10 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in New Hampshire?", "answer": {"state": "NH", "reduction_in_wba": "1% - 10%", "number_of_years_limited": "10 years from date overpayment decision is final", "state_tax_refunds": "No", "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "Up to $4,000 fine; 20% of overpayment", "fines_or_penalties_on_employer": "Up to $100,000", "max_prison_time_claimant": "15 years", "max_prison_time_employer": "15 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in New Jersey?", "answer": {"state": "NJ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "5% for CY 2009", "fines_or_penalties_on_claimant": "25% of total overpayment", "fines_or_penalties_on_employer": "$100 to $1,000 per offense", "max_prison_time_claimant": "Decided by court", "max_prison_time_employer": "90 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in New Mexico?", "answer": {"state": "NM", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100; 25% of overpayment", "fines_or_penalties_on_employer": "Up to $10,000", "max_prison_time_claimant": "30 days", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in New York?", "answer": {"state": "NY", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "9% per year (civil action only)", "fines_or_penalties_on_claimant": "Up to $500; the greater of $100 or 15% of overpayment", "fines_or_penalties_on_employer": "$500", "max_prison_time_claimant": "1 year", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in North Carolina?", "answer": {"state": "NC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $200 fine; 15% of overpayment", "fines_or_penalties_on_employer": "Up to $200", "max_prison_time_claimant": "2 years", "max_prison_time_employer": "2 years"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in North Dakota?", "answer": {"state": "ND", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": "Yes", "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$1,500 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "10 years", "max_prison_time_employer": "30 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Alabama?", "answer": {"state": "AL", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from date overpayment is final", "state_tax_refunds": true, "interest_charged": "2% per month", "fines_or_penalties_on_claimant": "4 x WBA to maximum benefit amount; 15% of overpayment", "fines_or_penalties_on_employer": "$50 \u2013 $500", "max_prison_time_claimant": "1 to 20 years under Classes B & C felony charges", "max_prison_time_employer": "1 year"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Alaska?", "answer": {"state": "AK", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "50% of each fraud overpayment", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "5 years", "max_prison_time_employer": "X1"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Arizona?", "answer": {"state": "AZ", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "15% of overpayment", "fines_or_penalties_on_employer": "$2,500", "max_prison_time_claimant": "Depends on individual's record", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Arkansas?", "answer": {"state": "AR", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "10% per year", "fines_or_penalties_on_claimant": "50% of overpayment (15% if repaid within 30 days)", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in California?", "answer": {"state": "CA", "reduction_in_wba": "100%", "number_of_years_limited": "6 years from mailing", "state_tax_refunds": true, "interest_charged": "7% until summary judgment filed; 10% until paid in full", "fines_or_penalties_on_claimant": "30% of overpayment", "fines_or_penalties_on_employer": "$20,000", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Colorado?", "answer": {"state": "CO", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "$25 - $1,000 fine; 65% of overpayment penalty", "fines_or_penalties_on_employer": "$25 \u2013 $1,000", "max_prison_time_claimant": "6 months", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Connecticut?", "answer": {"state": "CT", "reduction_in_wba": "100%", "number_of_years_limited": "8 years", "state_tax_refunds": true, "interest_charged": "1% per month", "fines_or_penalties_on_claimant": "50% 1st offense; 100% subsequent offense", "fines_or_penalties_on_employer": "X1", "max_prison_time_claimant": "1 year minimum", "max_prison_time_employer": "1 year minimum"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in Delaware?", "answer": {"state": "DE", "reduction_in_wba": "100%", "number_of_years_limited": "5 years from end of benefit year", "state_tax_refunds": true, "interest_charged": "18% per year", "fines_or_penalties_on_claimant": "$23 - $57.50 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$20 \u2013 $200", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "60 days"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "6-3", "question": "Given the description above, what is the maximum prison time for employers convicted of fraud in District of Columbia?", "answer": {"state": "DC", "reduction_in_wba": "100%", "number_of_years_limited": "No", "state_tax_refunds": true, "interest_charged": "No", "fines_or_penalties_on_claimant": "Up to $100 fine; 15% of overpayment", "fines_or_penalties_on_employer": "$1,000", "max_prison_time_claimant": "60 days", "max_prison_time_employer": "6 months"}, "prompt_context": "FRAUD PROVISIONS \nRECOVERY PROVISIONS, FINES, AND CRIMINAL PENALTIES\u2014For fraud, including willful misrepresentation and concealment of facts, states utilize the same methods to recover overpayments as they do for nonfraud overpayments. Most states allow criminal prosecution, which can lead to fines and prison sentences. Federal law requires a mandatory penalty assessment for fraudulent claims of not less than 15 percent of the amount of the erroneous payment against claimants committing fraud in connection with state and/or federal UC programs. States may impose civil penalties in excess of 15 percent, but collection of the first 15 percent must be immediately deposited into the state\u2019s account in the unemployment trust fund. \nAlthough UI benefit fraud typically involves an individual\u2019s attempt to obtain or increase benefits, it also includes employers who attempt to prevent or reduce benefits to eligible individuals, and employers who help an individual attempting to fraudulently claim benefits. The following table reflects state law provisions on how states treat benefit fraud. Refer to Chapter 5, Nonmonetary Eligibility, for additional information on disqualification periods for fraud and misrepresentation."}
-{"table_id": "8-1", "question": "Given the description above, how is a consecutive period of disability defined in California?", "answer": {"state": "CA", "definition": "Consecutive disability periods due to same or related cause and separated by not more than 14 days"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nUNINTERRUPTED PERIOD OF DISABILITY\u2014There are times when an individual will experience more than one occurrence of disability due to the same, or a related, cause or condition. State law determines when a cause can be considered to result in a separate disability period."}
-{"table_id": "8-1", "question": "Given the description above, how is a consecutive period of disability defined in Hawaii?", "answer": {"state": "HI", "definition": "Consecutive periods of disability due to same or related cause and not separated by an interval of more than 2 weeks"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nUNINTERRUPTED PERIOD OF DISABILITY\u2014There are times when an individual will experience more than one occurrence of disability due to the same, or a related, cause or condition. State law determines when a cause can be considered to result in a separate disability period."}
-{"table_id": "8-1", "question": "Given the description above, how is a consecutive period of disability defined in New Jersey?", "answer": {"state": "NJ", "definition": "Consecutive periods of disability due to same or related cause and separated by not more than 14 days if individual earned wages from their last employer during the 14-day period"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nUNINTERRUPTED PERIOD OF DISABILITY\u2014There are times when an individual will experience more than one occurrence of disability due to the same, or a related, cause or condition. State law determines when a cause can be considered to result in a separate disability period."}
-{"table_id": "8-1", "question": "Given the description above, how is a consecutive period of disability defined in New York?", "answer": {"state": "NY", "definition": "Consecutive disability periods caused by same or related injury or sickness if separated by less than 3 months"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nUNINTERRUPTED PERIOD OF DISABILITY\u2014There are times when an individual will experience more than one occurrence of disability due to the same, or a related, cause or condition. State law determines when a cause can be considered to result in a separate disability period."}
-{"table_id": "8-1", "question": "Given the description above, how is a consecutive period of disability defined in Puerto Rico?", "answer": {"state": "PR", "definition": "Consecutive disability periods caused by same or related illness or injury if separated by less than 90 days"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nUNINTERRUPTED PERIOD OF DISABILITY\u2014There are times when an individual will experience more than one occurrence of disability due to the same, or a related, cause or condition. State law determines when a cause can be considered to result in a separate disability period."}
-{"table_id": "8-1", "question": "Given the description above, how is a consecutive period of disability defined in Rhode Island?", "answer": {"state": "RI", "definition": "Not defined"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nUNINTERRUPTED PERIOD OF DISABILITY\u2014There are times when an individual will experience more than one occurrence of disability due to the same, or a related, cause or condition. State law determines when a cause can be considered to result in a separate disability period."}
-{"table_id": "8-2", "question": "Given the description above, what are the coverage provisions for employers in California under the Temporary Disability Insurance program?", "answer": {"state": "CA", "coverage_provision": "Employers of one or more workers and $100 in quarterly payroll, agricultural employees, certain domestic workers who are paid $1,000 or more, and employees of nonprofit hospitals"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nCOVERAGE Whether an employee is covered, meaning potentially eligible to receive payment under TDI laws, varies among the six states. Depending on the state, exemptions and elections of coverage are allowed."}
-{"table_id": "8-2", "question": "Given the description above, what are the coverage provisions for employers in Hawaii under the Temporary Disability Insurance program?", "answer": {"state": "HI", "coverage_provision": "Employers of one or more workers"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nCOVERAGE Whether an employee is covered, meaning potentially eligible to receive payment under TDI laws, varies among the six states. Depending on the state, exemptions and elections of coverage are allowed."}
-{"table_id": "8-2", "question": "Given the description above, what are the coverage provisions for employers in New Jersey under the Temporary Disability Insurance program?", "answer": {"state": "NJ", "coverage_provision": "Employers who paid $1,000 in any year"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nCOVERAGE Whether an employee is covered, meaning potentially eligible to receive payment under TDI laws, varies among the six states. Depending on the state, exemptions and elections of coverage are allowed."}
-{"table_id": "8-2", "question": "Given the description above, what are the coverage provisions for employers in New York under the Temporary Disability Insurance program?", "answer": {"state": "NY", "coverage_provision": "Employers of one or more workers on each of at least 30 days and domestic workers who work a minimum of 40 hours and are employed on each of at least 30 days; individuals can elect out on grounds that they are entitled to Old Age and Survivor's Insurance benefits"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nCOVERAGE Whether an employee is covered, meaning potentially eligible to receive payment under TDI laws, varies among the six states. Depending on the state, exemptions and elections of coverage are allowed."}
-{"table_id": "8-2", "question": "Given the description above, what are the coverage provisions for employers in Puerto Rico under the Temporary Disability Insurance program?", "answer": {"state": "PR", "coverage_provision": "Employers of one or more workers on any day of current or preceding calendar year"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nCOVERAGE Whether an employee is covered, meaning potentially eligible to receive payment under TDI laws, varies among the six states. Depending on the state, exemptions and elections of coverage are allowed."}
-{"table_id": "8-2", "question": "Given the description above, what are the coverage provisions for employers in Rhode Island under the Temporary Disability Insurance program?", "answer": {"state": "RI", "coverage_provision": "Employers of one or more workers at any time, except that certain individual workers can opt out on religious grounds or if disabled and employed through a \"supported employment\" program"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nCOVERAGE Whether an employee is covered, meaning potentially eligible to receive payment under TDI laws, varies among the six states. Depending on the state, exemptions and elections of coverage are allowed."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit formula for Temporary Disability Insurance in California (e.g., differs from UI or same as UI)?", "answer": {"state": "CA", "benefit_formula": "Differs from UI", "benefit_year": "No BY; rights determined with respect to continuous disability period established by valid claim", "base_period": "First 4 of last 5 CQs preceding disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit formula for Temporary Disability Insurance in Hawaii (e.g., differs from UI or same as UI)?", "answer": {"state": "HI", "benefit_formula": "Differs from UI", "benefit_year": "1-year period beginning with 1st week of disability for which valid claim is filed", "base_period": "None; see tables in TDI statute for period used for qualifying employment and WBA"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit formula for Temporary Disability Insurance in New Jersey (e.g., differs from UI or same as UI)?", "answer": {"state": "NJ", "benefit_formula": "Differs from UI", "benefit_year": "No BY but statutory minimum and maximum benefits in any 12-month period", "base_period": "52 calendar weeks immediately preceding calendar week in which disability period began"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit formula for Temporary Disability Insurance in New York (e.g., differs from UI or same as UI)?", "answer": {"state": "NY", "benefit_formula": "Differs from UI", "benefit_year": "No BY; maximum benefits limited in terms of any 52 consecutive weeks", "base_period": "No BP as used in UI; see tables in TDI statute for period used for qualifying employment and WBA"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit formula for Temporary Disability Insurance in Puerto Rico (e.g., differs from UI or same as UI)?", "answer": {"state": "PR", "benefit_formula": "Same as UI for agricultural and nonagricultural workers up to $64 WBA", "benefit_year": "No BY; maximum benefit limited in terms of any 52 consecutive weeks", "base_period": "First 4 of last 5 completed CQs immediately preceding 1st day of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit formula for Temporary Disability Insurance in Rhode Island (e.g., differs from UI or same as UI)?", "answer": {"state": "RI", "benefit_formula": "Similar to UI", "benefit_year": "Begins Sunday of calendar week in which individual first became unemployed due to illness and has filed a valid claim for TDI (52 consecutive weeks; 53 if overlaps with any quarter of BP of prior claim)", "base_period": "First 4 of last 5 completed CQs immediately preceding BY or last 4 completed quarters if individual fails to meet qualifying wage requirement"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit year for Temporary Disability Insurance in California?", "answer": {"state": "CA", "benefit_formula": "Differs from UI", "benefit_year": "No BY; rights determined with respect to continuous disability period established by valid claim", "base_period": "First 4 of last 5 CQs preceding disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit year for Temporary Disability Insurance in Hawaii?", "answer": {"state": "HI", "benefit_formula": "Differs from UI", "benefit_year": "1-year period beginning with 1st week of disability for which valid claim is filed", "base_period": "None; see tables in TDI statute for period used for qualifying employment and WBA"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit year for Temporary Disability Insurance in New Jersey?", "answer": {"state": "NJ", "benefit_formula": "Differs from UI", "benefit_year": "No BY but statutory minimum and maximum benefits in any 12-month period", "base_period": "52 calendar weeks immediately preceding calendar week in which disability period began"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit year for Temporary Disability Insurance in New York?", "answer": {"state": "NY", "benefit_formula": "Differs from UI", "benefit_year": "No BY; maximum benefits limited in terms of any 52 consecutive weeks", "base_period": "No BP as used in UI; see tables in TDI statute for period used for qualifying employment and WBA"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit year for Temporary Disability Insurance in Puerto Rico?", "answer": {"state": "PR", "benefit_formula": "Same as UI for agricultural and nonagricultural workers up to $64 WBA", "benefit_year": "No BY; maximum benefit limited in terms of any 52 consecutive weeks", "base_period": "First 4 of last 5 completed CQs immediately preceding 1st day of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the benefit year for Temporary Disability Insurance in Rhode Island?", "answer": {"state": "RI", "benefit_formula": "Similar to UI", "benefit_year": "Begins Sunday of calendar week in which individual first became unemployed due to illness and has filed a valid claim for TDI (52 consecutive weeks; 53 if overlaps with any quarter of BP of prior claim)", "base_period": "First 4 of last 5 completed CQs immediately preceding BY or last 4 completed quarters if individual fails to meet qualifying wage requirement"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the base period for Temporary Disability Insurance in California?", "answer": {"state": "CA", "benefit_formula": "Differs from UI", "benefit_year": "No BY; rights determined with respect to continuous disability period established by valid claim", "base_period": "First 4 of last 5 CQs preceding disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the base period for Temporary Disability Insurance in Hawaii?", "answer": {"state": "HI", "benefit_formula": "Differs from UI", "benefit_year": "1-year period beginning with 1st week of disability for which valid claim is filed", "base_period": "None; see tables in TDI statute for period used for qualifying employment and WBA"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the base period for Temporary Disability Insurance in New Jersey?", "answer": {"state": "NJ", "benefit_formula": "Differs from UI", "benefit_year": "No BY but statutory minimum and maximum benefits in any 12-month period", "base_period": "52 calendar weeks immediately preceding calendar week in which disability period began"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the base period for Temporary Disability Insurance in New York?", "answer": {"state": "NY", "benefit_formula": "Differs from UI", "benefit_year": "No BY; maximum benefits limited in terms of any 52 consecutive weeks", "base_period": "No BP as used in UI; see tables in TDI statute for period used for qualifying employment and WBA"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the base period for Temporary Disability Insurance in Puerto Rico?", "answer": {"state": "PR", "benefit_formula": "Same as UI for agricultural and nonagricultural workers up to $64 WBA", "benefit_year": "No BY; maximum benefit limited in terms of any 52 consecutive weeks", "base_period": "First 4 of last 5 completed CQs immediately preceding 1st day of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-4", "question": "Given the description above, what is the base period for Temporary Disability Insurance in Rhode Island?", "answer": {"state": "RI", "benefit_formula": "Similar to UI", "benefit_year": "Begins Sunday of calendar week in which individual first became unemployed due to illness and has filed a valid claim for TDI (52 consecutive weeks; 53 if overlaps with any quarter of BP of prior claim)", "base_period": "First 4 of last 5 completed CQs immediately preceding BY or last 4 completed quarters if individual fails to meet qualifying wage requirement"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nBENEFIT PROVISIONS \nThe TDI benefit provisions are shown in the tables below. In all participating states, eligibility for benefits depends on proof of disability and continuation of such disability. Some states also have special provisions for individuals with specific circumstances (e.g., military service, trade affected, unemployed, etc.)."}
-{"table_id": "8-5", "question": "Given the description above, what is the qualifying requirement for temporary disability insurance in California (e.g., minimum amount of earnings, weeks of employment, or days employed)?", "answer": {"state": "CA", "qualifying_requirement": "A minimum of $300 in base period"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the minimum qualifying wage amounts, or employment, required for TDI coverage."}
-{"table_id": "8-5", "question": "Given the description above, what is the qualifying requirement for temporary disability insurance in Hawaii (e.g., minimum amount of earnings, weeks of employment, or days employed)?", "answer": {"state": "HI", "qualifying_requirement": "14 weeks of employment with at least 20 hours in each week and wages of $400 during the 4 completed CQs-immediately preceding 1st day of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the minimum qualifying wage amounts, or employment, required for TDI coverage."}
-{"table_id": "8-5", "question": "Given the description above, what is the qualifying requirement for temporary disability insurance in New Jersey (e.g., minimum amount of earnings, weeks of employment, or days employed)?", "answer": {"state": "NJ", "qualifying_requirement": "20 weeks of employment at 20 times the minimum wage during the base year or 1,000 times the minimum wage during the base year; or $12,000 in earnings for individuals who have not established 20 base weeks;"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the minimum qualifying wage amounts, or employment, required for TDI coverage."}
-{"table_id": "8-5", "question": "Given the description above, what is the qualifying requirement for temporary disability insurance in New York (e.g., minimum amount of earnings, weeks of employment, or days employed)?", "answer": {"state": "NY", "qualifying_requirement": "Employed at least 30 days"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the minimum qualifying wage amounts, or employment, required for TDI coverage."}
-{"table_id": "8-5", "question": "Given the description above, what is the qualifying requirement for temporary disability insurance in Puerto Rico (e.g., minimum amount of earnings, weeks of employment, or days employed)?", "answer": {"state": "PR", "qualifying_requirement": "A minimum of $150 in base period"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the minimum qualifying wage amounts, or employment, required for TDI coverage."}
-{"table_id": "8-5", "question": "Given the description above, what is the qualifying requirement for temporary disability insurance in Rhode Island (e.g., minimum amount of earnings, weeks of employment, or days employed)?", "answer": {"state": "RI", "qualifying_requirement": "(1) 200 x minimum hourly wage in 1 quarter and BPW of 1\u00bd x HQ, and BPW must be at least 400 x minimum hourly wage, or (2) paid total BPW of at least 3 x total minimum amount required in (1) above"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the minimum qualifying wage amounts, or employment, required for TDI coverage."}
-{"table_id": "8-6", "question": "Given the description above, what is the range of the weekly benefit amount for temporary disability insurance in California?", "answer": {"state": "CA", "weekly_benefit_amount": "$50 - $1,540", "duration": "Up to 52 weeks"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the range of the weekly benefit amount for temporary disability insurance in Hawaii?", "answer": {"state": "HI", "weekly_benefit_amount": "$1 - $697", "duration": "Up to 26 weeks in BY"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the range of the weekly benefit amount for temporary disability insurance in New Jersey?", "answer": {"state": "NJ", "weekly_benefit_amount": "$10 - $993", "duration": "Up to 26 weeks or period necessary for benefits to equal 1/3 of total wages in base year"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the range of the weekly benefit amount for temporary disability insurance in New York?", "answer": {"state": "NY", "weekly_benefit_amount": "$20 - $170", "duration": "Uniform potential 26 weeks in any 52 consecutive weeks or for any single period of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the range of the weekly benefit amount for temporary disability insurance in Puerto Rico?", "answer": {"state": "PR", "weekly_benefit_amount": "Non-agricultural workers: $12 - $113\nAgricultural workers: $12 - $55", "duration": "Uniform potential 26 weeks in any 52 consecutive weeks"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the range of the weekly benefit amount for temporary disability insurance in Rhode Island?", "answer": {"state": "RI", "weekly_benefit_amount": "$114-$1,007, plus dependents' allowance (equal to the greater of $10 or 7% of the individual's benefit rate for each dependent, up to 5 dependents)", "duration": "1 - 30 weeks"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the duration of benefits for temporary disability insurance in California?", "answer": {"state": "CA", "weekly_benefit_amount": "$50 - $1,540", "duration": "Up to 52 weeks"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the duration of benefits for temporary disability insurance in Hawaii?", "answer": {"state": "HI", "weekly_benefit_amount": "$1 - $697", "duration": "Up to 26 weeks in BY"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the duration of benefits for temporary disability insurance in New Jersey?", "answer": {"state": "NJ", "weekly_benefit_amount": "$10 - $993", "duration": "Up to 26 weeks or period necessary for benefits to equal 1/3 of total wages in base year"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the duration of benefits for temporary disability insurance in New York?", "answer": {"state": "NY", "weekly_benefit_amount": "$20 - $170", "duration": "Uniform potential 26 weeks in any 52 consecutive weeks or for any single period of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the duration of benefits for temporary disability insurance in Puerto Rico?", "answer": {"state": "PR", "weekly_benefit_amount": "Non-agricultural workers: $12 - $113\nAgricultural workers: $12 - $55", "duration": "Uniform potential 26 weeks in any 52 consecutive weeks"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-6", "question": "Given the description above, what is the duration of benefits for temporary disability insurance in Rhode Island?", "answer": {"state": "RI", "weekly_benefit_amount": "$114-$1,007, plus dependents' allowance (equal to the greater of $10 or 7% of the individual's benefit rate for each dependent, up to 5 dependents)", "duration": "1 - 30 weeks"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nThe following table describes the weekly benefit amounts and length of time benefits may be collected under each state\u2019s TDI program"}
-{"table_id": "8-7", "question": "Given the description above, what is the waiting period for disability benefits in California?", "answer": {"state": "CA", "waiting_period": "7 consecutive days of disability at the beginning of each period of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nSimilar to some state UI laws, most state TDI laws require individuals to wait a period of time before TDI benefits may be collected. In some states, this period can retroactively change depending on the length of the period of disability or depending on the type of work being done. The table below explains how states treat the waiting period"}
-{"table_id": "8-7", "question": "Given the description above, what is the waiting period for disability benefits in Hawaii?", "answer": {"state": "HI", "waiting_period": "7 consecutive days of disability at the beginning of each period of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nSimilar to some state UI laws, most state TDI laws require individuals to wait a period of time before TDI benefits may be collected. In some states, this period can retroactively change depending on the length of the period of disability or depending on the type of work being done. The table below explains how states treat the waiting period"}
-{"table_id": "8-7", "question": "Given the description above, what is the waiting period for disability benefits in New Jersey?", "answer": {"state": "NJ", "waiting_period": "7 consecutive days of disability commencing with the Sunday of the week in which the claim is filed; becomes compensable after benefits have been paid for all or some part of each of the 3 weeks immediately following the waiting week"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nSimilar to some state UI laws, most state TDI laws require individuals to wait a period of time before TDI benefits may be collected. In some states, this period can retroactively change depending on the length of the period of disability or depending on the type of work being done. The table below explains how states treat the waiting period"}
-{"table_id": "8-7", "question": "Given the description above, what is the waiting period for disability benefits in New York?", "answer": {"state": "NY", "waiting_period": "7 consecutive days of disability at the beginning of each period of disability"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nSimilar to some state UI laws, most state TDI laws require individuals to wait a period of time before TDI benefits may be collected. In some states, this period can retroactively change depending on the length of the period of disability or depending on the type of work being done. The table below explains how states treat the waiting period"}
-{"table_id": "8-7", "question": "Given the description above, what is the waiting period for disability benefits in Puerto Rico?", "answer": {"state": "PR", "waiting_period": "7 consecutive days of disability at the beginning of each period of disability; no waiting period for agricultural workers who become disabled during continuous period of unemployment; no waiting period required for regular benefits for hospitalized individual or for individual unemployed and disabled for more than 14 days"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nSimilar to some state UI laws, most state TDI laws require individuals to wait a period of time before TDI benefits may be collected. In some states, this period can retroactively change depending on the length of the period of disability or depending on the type of work being done. The table below explains how states treat the waiting period"}
-{"table_id": "8-7", "question": "Given the description above, what is the waiting period for disability benefits in Rhode Island?", "answer": {"state": "RI", "waiting_period": "Waiting week eliminated 7/1/2012; as a condition of eligibility, an individual must have been unemployed due to nonjob-related injury or sickness for at least 7 consecutive days"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nSimilar to some state UI laws, most state TDI laws require individuals to wait a period of time before TDI benefits may be collected. In some states, this period can retroactively change depending on the length of the period of disability or depending on the type of work being done. The table below explains how states treat the waiting period"}
-{"table_id": "8-8", "question": "Given the description above, how are benefits payable for partial weeks of disability in California?", "answer": {"state": "CA", "benefits_payable": "Benefits payable for less than 1 week will be paid in increments of 1/7 WBA"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nPARTIAL WEEKS OF DISABILITY\u2014In all participating states weeks of partial disability are treated different from weeks of partial unemployment. Partial weeks of disability are traditionally payable when an individual resumes work on a less than full time basis, and consequently receives some wages during a week in which the disability still exist. The table below explains how partial weeks of disability are compensated across the participating states."}
-{"table_id": "8-8", "question": "Given the description above, how are benefits payable for partial weeks of disability in Hawaii?", "answer": {"state": "HI", "benefits_payable": "Benefits payable for less than 1 week will be paid in increments of 1/5 WBA"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nPARTIAL WEEKS OF DISABILITY\u2014In all participating states weeks of partial disability are treated different from weeks of partial unemployment. Partial weeks of disability are traditionally payable when an individual resumes work on a less than full time basis, and consequently receives some wages during a week in which the disability still exist. The table below explains how partial weeks of disability are compensated across the participating states."}
-{"table_id": "8-8", "question": "Given the description above, how are benefits payable for partial weeks of disability in New Jersey?", "answer": {"state": "NJ", "benefits_payable": "Benefits payable for less than 1 week will be paid in increments of 1/7 WBA; payment for part week rounded to next higher dollar"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nPARTIAL WEEKS OF DISABILITY\u2014In all participating states weeks of partial disability are treated different from weeks of partial unemployment. Partial weeks of disability are traditionally payable when an individual resumes work on a less than full time basis, and consequently receives some wages during a week in which the disability still exist. The table below explains how partial weeks of disability are compensated across the participating states."}
-{"table_id": "8-8", "question": "Given the description above, how are benefits payable for partial weeks of disability in New York?", "answer": {"state": "NY", "benefits_payable": "Benefits payable for less than 1 week will be paid in increments of the WBA divided by the number of the employee's normal workdays per week (daily benefits computed on basis of normal number of workdays per week)"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nPARTIAL WEEKS OF DISABILITY\u2014In all participating states weeks of partial disability are treated different from weeks of partial unemployment. Partial weeks of disability are traditionally payable when an individual resumes work on a less than full time basis, and consequently receives some wages during a week in which the disability still exist. The table below explains how partial weeks of disability are compensated across the participating states."}
-{"table_id": "8-8", "question": "Given the description above, how are benefits payable for partial weeks of disability in Puerto Rico?", "answer": {"state": "PR", "benefits_payable": "Benefits payable for less than 1 week will be paid in increments of 1/7 WBA rounded to higher dollar"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nPARTIAL WEEKS OF DISABILITY\u2014In all participating states weeks of partial disability are treated different from weeks of partial unemployment. Partial weeks of disability are traditionally payable when an individual resumes work on a less than full time basis, and consequently receives some wages during a week in which the disability still exist. The table below explains how partial weeks of disability are compensated across the participating states."}
-{"table_id": "8-8", "question": "Given the description above, how are benefits payable for partial weeks of disability in Rhode Island?", "answer": {"state": "RI", "benefits_payable": "For each day of qualifying unemployment, worker receives benefits at the rate of 1/5 WBA for each workday up to 4/5 WBA rounded to next higher dollar"}, "prompt_context": "TEMPORARY DISABILITY INSURANCE \nIN GENERAL \nThe Temporary Disability Insurance (TDI) program is designed to complement a UI program by providing wage replacement to individuals who are unable to work due to illness or injury that occurs not in connection to the work. Although federal law does not provide for a federal-state TDI system, SSA and FUTA both authorize the payment of TDI from a state\u2019s unemployment fund. This payment is capped at an amount equal to the amount of employee payments made into the unemployment fund of the state. \nState law determines which disabilities and services are covered under TDI, the extent to which employers and employees pay for this coverage, the extent to which employers may pursue private coverage or state coverage, the amount of disability benefits based on an individual\u2019s work history, and the eligibility requirements for an individual collecting disability benefits. An individual may collect disability benefits while employed or unemployed, depending on state law. \nCurrently, six states operate TDI programs: California, Hawaii, New Jersey, New York, Puerto Rico, and Rhode Island. The Hawaii program is administered by the Disability Compensation Division of the Hawaii Department of Labor and Industrial Relations. The New York program is administered by the New York State Workers\u2019 Compensation Board. All other programs are administered by the state employment security agency. \nPARTIAL WEEKS OF DISABILITY\u2014In all participating states weeks of partial disability are treated different from weeks of partial unemployment. Partial weeks of disability are traditionally payable when an individual resumes work on a less than full time basis, and consequently receives some wages during a week in which the disability still exist. The table below explains how partial weeks of disability are compensated across the participating states."}