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CCH® UNEMPLOYMENT INSURANCE — 5/27/16

Oregon amends its UI law on various subjects

Oregon has amended its Employment Department Law as follows:

Apprenticeship programs. An unemployed individual participating in an apprenticeship program, who is otherwise eligible for unemployment benefits, will not be ineligible for benefits or for waiting week credit solely by reason of attending a program of related instruction if the individual’s attendance does not exceed 10 weeks during the benefit year and when his or her attendance is required as a condition of the individual’s continued employment.

Benefits between academic years or terms. The law provisions pertaining to benefits based on services performed in other than an instructional, research or principal administrative capacity for an educational institution or institution of higher education during a period between two successive academic years or terms, or during a vacation period or holiday recess, do not apply to a claim for benefits based on the performance of services if the individual filing the claim voluntarily left work, with good cause, with the institution for which the services were performed.

Temporary lockout benefits. An individual is eligible to receive temporary lockout benefits for a week in an amount equal to the weekly benefit amount of his or her most recent benefit claim if: (1) Prior to the week, the individual has received all of the regular benefits that were available to him or her; (2) The individual is not eligible for any other benefits, including benefits provided under any federal law extending benefits beyond those provided for as regular benefits; and (3) At the time of filing an initial or additional claim, the individual is unemployed due to a lockout at his or her place of employment.

The maximum temporary lockout benefit amount an individual may receive is 26 times the weekly benefit amount of his or her most recent unemployment benefit claim.

Temporary lockout benefits otherwise payable to an individual may not be paid for weeks that begin after the week in which the lockout ends.

An employer will be charged for temporary lockout benefits in the manner for charging employers for regular benefits.