Limits on temporary unemployment flexibilities during COVID-19

CLASSIFICATION
   EMPLOYMENT AND TRAINING ADMINISTRATION                    Unemployment Insurance
               ADVISORY SYSTEM                               CORRESPONDENCE SYMBOL
          U.S. DEPARTMENT OF LABOR                           OUI/DL
             Washington, D.C. 20210                          DATE
                                                             July 1, 2021


ADVISORY:        UNEMPLOYMENT INSURANCE PROGRAM LETTER NO. 13-20,
                 Change 3

TO:              STATE WORKFORCE AGENCIES

FROM:            SUZAN G. LEVINE
                 Principal Assistance Deputy Secretary

SUBJECT:         Families First Coronavirus Response Act, Division D Emergency
                 Unemployment Insurance Stabilization and Access Act of 2020 (EUISAA) –
                 Ending the Emergency Flexibilities Authorized under Section 4102(b)

1. Purpose. The purpose of this Unemployment Insurance Program Letter (UIPL) is to advise
   states of the appropriate allowable period for states to exercise the emergency flexibilities
   authorized under Section 4102(b), EUISAA, to modify or suspend work search, waiting
   week, good cause, or employer experience rating.

2. Action Requested. The Department of Labor’s (Department) Employment and Training
   Administration (ETA) requests that State Workforce Administrators provide the information
   contained in this UIPL to appropriate program and other staff in the state’s workforce
   system.

3. Summary and Background.

   a. Summary – On March 10, 2020, a nationwide public health emergency was declared due
      to the COVID-19 pandemic. Over the last 15 months, the Unemployment Insurance (UI)
      program has been a critical lifeline to millions of workers and to the economy during this
      pandemic. It has allowed 50 million unemployed workers to afford to buy food and pay
      utilities and rent, and has injected more than $700 billion into the economy, preventing an
      even greater economic crisis.

        EUISAA, as part of the Families First Coronavirus Response Act (Public Law (Pub. L.)
        116-127), was enacted on March 18, 2020. Section 4102(b) of EUISAA provided,
        among other things, authority for states to temporarily modify or suspend the following
        provisions “on an emergency temporary basis as needed to respond to the spread of
        COVID-19”: (1) work search, (2) waiting week, (3) good cause, and (4) employer
        experience rating. As discussed in this UIPL, the statute only makes these flexibilities
        available for the period in which they are needed to respond to the spread of COVID-19.
        States are not permitted to use these flexibilities indefinitely or for purposes other than to
        respond to the spread of COVID-19.

 RESCISSIONS                                                 EXPIRATION DATE
 None                                                        Continuing

   The labor market is beginning to recover from the economic effects of COVID-19. In
   addition to providing unemployment benefits during spells of unemployment, a core
   purpose of the UI program is getting workers back into suitable work. As we change the
   course of the pandemic and the country reopens, the UI program, and all who administer
   it, have a critical role to play in shepherding that transition and helping workers find safe,
   good-paying work.

   This UIPL discusses how states must consider the extent to which the emergency
   flexibilities authorized by Section 4102(b), EUISAA, with respect to work search,
   waiting week, good cause, and employer experience rating remain necessary to respond
   to the spread of COVID-19. Because conditions related to COVID-19 vary widely from
   state to state, and even within states, this determination must be done by each state, rather
   than as a nationwide determination. Additionally, this UIPL discusses the current
   emergency state staffing flexibility and the requirement that an individual be able to work
   and available for work under permanent federal unemployment compensation (UC) law.

b. Background – Enactment of the Families First Coronavirus Response Act made
   emergency supplemental appropriations in response to the spread of COVID-19 and
   included EUISAA, set out at Division D of the law. In addition to the emergency
   flexibilities authorized under Section 4102(b), EUISAA provided: (1) emergency
   administrative grants to states for administration of the UI program; (2) a short-term
   waiver of Title XII (42 U.S.C. § 1321 et al.) interest payments due and interest accrual on
   title XII advances to states through December 31, 2020; and (3) full federal funding,
   under certain circumstances, of Extended Benefits (EB). See UIPL No. 13-20 published
   on March 22, 2020, and 13-20, Change 1, published on May 4, 2020. The Department
   published UIPL No. 13-20, Change 2, on June 3, 2021 requesting that states provide
   information using the Form MA 8-7 by August 2, 2021, pertaining to their compliance
   with the conditions of receiving the emergency administrative grants under EUISAA.

   On March 27, 2020, the Coronavirus Aid, Relief, and Economic Security (CARES) Act
   (Pub. L. 116-136) was enacted, which included, among other things, the creation of three
   new temporary federal unemployment programs that states may administer through
   agreements with the Secretary of Labor (Secretary): Pandemic Unemployment Assistance
   (PUA), Federal Pandemic Unemployment Compensation (FPUC), and Pandemic
   Emergency Unemployment Compensation (PEUC). The CARES Act also amended
   Section 4102(b), EUISAA, by providing states with emergency flexibility for the merit
   staffing requirement as needed in response to the spread of COVID-19 through December
   31, 2020. See UIPL No. 14-20, published on April 2, 2020, and UIPL No. 14-20, Change
   1, published on August 12, 2020.

   On December 27, 2020, the Continued Assistance for Unemployed Workers Act of 2020
   (Continued Assistance Act) set forth in Division N, Title II, Subtitle A of the
   Consolidated Appropriations Act, 2021 (Pub. L. 116-260), was enacted. The Continued
   Assistance Act extended, through March 14, 2021, the short-term waiver of interest
   payments due and interest accrual on Title XII advances to states; full federal funding,

       under certain circumstances, of EB; and the emergency flexibility for the merit staffing
       requirement. The Continued Assistance Act also created a new Mixed Earners
       Unemployment Compensation (MEUC) program that states may administer through
       agreements with the Secretary and extended authority for the PUA, FPUC, and PEUC
       programs through March 14, 2021. See UIPL No. 09-21 published on December 30,
       2020.

       On March 11, 2021, the American Rescue Plan Act of 2021 (ARPA) (Pub. L. 117-2) was
       enacted. ARPA, among other things, further extended, through September 6, 2021, the
       short-term waiver of interest payments due and interest accrual on Title XII advances to
       states and full federal funding, under certain circumstances, of EB, as well as the
       authority for states to administer the MEUC, PUA, FPUC, and PEUC programs through
       agreements with the Secretary. Section 9015, ARPA, provided authority for states to
       exercise emergency flexibility for the merit staffing requirement through September 6,
       2021. See UIPL No. 14-21 published on March 15, 2021.

4. Guidance Regarding Emergency Flexibilities. Section 4102(b), EUISAA, provided
   authority for states to temporarily modify or suspend the following provisions “on an
   emergency temporary basis as needed to respond to the spread of COVID-19”: (1) work
   search, (2) waiting week, (3) good cause, and (4) employer experience rating. With respect
   to these four emergency flexibilities, states may temporarily disregard the application of
   Section 303 of the Social Security Act (SSA) (42 U.S.C. § 503) and Section 3304 of the
   Federal Unemployment Tax Act (FUTA) (26 U.S.C. § 3304).

   As state and local economies reopen, states must consider the extent to which the emergency
   flexibilities authorized by Section 4102(b), EUISAA, remain necessary to respond to the
   spread of COVID-19. Because conditions related to COVID-19 vary widely from state to
   state, and even within states, such consideration must be done by each state, rather than as a
   nationwide determination.

   With that in mind, the Department provides the following guidelines for states to use in
   assessing when to eliminate the flexibilities authorized by EUISAA. States may have a
   different rationale for modifying or suspending each of the four emergency flexibilities, and
   the Department does not expect that all four emergency flexibilities will have the same end
   date. For example, some flexibilities are for benefit eligibility and others are for employer
   contributions, which may have a lagging timeline dependent on state law. However, states
   must consider the extent to which the flexibilities in their entirety are necessary in response
   to the spread of COVID-19. Additionally, in assessing the extent to which the flexibilities
   are needed to respond to the spread of COVID-19, it is possible states may eliminate one or
   more of the flexibilities but later find the need to reinstate them if a new wave of infections
   occurs.

   a. Work Search. The re-employment of claimants into suitable work is a central goal of
      the UI program, and work search is a critical component in meeting that goal. Section
      303(a)(12), SSA, requires that an individual be actively seeking work as a condition of
      eligibility for any week. Section 4102(b), EUISAA, provided states with the ability to

temporarily modify or suspend the work search requirements “on an emergency
temporary basis as needed to respond to the spread of COVID-19.” See Section 5.A. of
UIPL No. 13-20.

       i. Evaluating a state’s need for the ongoing modification or suspension of
          work search requirements. While EUISAA does not provide a specific date
          when such flexibilities must end, it does limit the availability of such
          flexibilities, they are available only for so long as they are needed to respond
          to the spread of COVID-19. It does not permit the use of these flexibilities
          indefinitely or for purposes other than in response to the spread of COVID-19.

          To comply with EUISAA’s plain language, state laws must: (1) include, or be
          tied to, a declaration that the law being passed (inclusive of Executive Orders
          issued and regulations promulgated) is to address the COVID-19 pandemic;
          and (2) be time-limited and operable only for the time needed to address the
          pandemic.

          In deciding to re-impose the work search requirement, a state may consider
          health and safety conditions in the local area; the unemployment rate at the
          state level; the number of job openings in the state compared to the number of
          unemployed individuals; the state’s stage of reopening;; and the Governor’s
          declaration of an emergency. These criteria may well overlap, and none is
          dispositive on its own.

          A state may also limit its temporary modification of the work search
          requirement to specific circumstances, as appropriate to address the spread of
          COVID-19, while re-imposing the state’s permanent work search
          requirements for all other individuals. For example, a state may determine
          that individuals who are providing care for a family member who has been
          diagnosed with COVID-19 do not need to seek work.

          As the economy has begun to reopen, at least 40 states that temporarily
          modified or suspended work search requirements in response to the spread of
          COVID-19 have since re-imposed these requirements, indicating their
          assessment that such flexibility is no longer needed in response to the spread
          of COVID-19 for their states.

          Several states that have not rescinded their modification or suspension of the
          work search requirement have indefinite or undefined dates on when such a
          modification or suspension will be rescinded. An indefinite pause on work
          search requirements that is not connected to responding to the spread of
          COVID-19 is inconsistent with EUISAA. States are reminded that waivers
          must be rescinded once they are no longer needed to respond to the spread of
          COVID-19.

   Individuals Collecting PEUC. For individuals collecting PEUC, a state must,
   at a minimum, provide flexibility in meeting work search requirements “in
   cases of individuals unable to search for work because of COVID-19,
   including because of illness, quarantine, or movement restrictions.” See
   Section 2107(a)(7)(B) of the CARES Act. This is only statutorily required for
   recipients of PEUC, states need not apply such flexibility for recipients of
   other unemployment programs.

ii. Providing for meaningful work search activities. Because Section
    303(a)(12) of the SSA does not specifically define “actively seeking work,”
    states have some discretion to establish a reasonable definition. As stated in
    Section 4.a. of UIPL No. 05-13, “States will exercise their discretion
    consistent with the strong expectation that [unemployment compensation]
    beneficiaries will be engaged in concerted and effective efforts calculated to
    find a suitable job in the shortest period of time that is practicable.”

   Many states’ work search requirements rely solely on employer contacts or
   applications which, while important, do not fully reflect how hiring occurs in
   the modern labor market, particularly as we continue to recover from the
   pandemic. The range of work search activities available to individuals should,
   as a best practice, include activities that support finding suitable employment.
   States may continue to allow an individual who is job-attached (e.g., with a
   definite recall date to his or her employer) to satisfy the requirement to seek
   work by taking reasonable steps to preserve their ability to return to that job.

   States are encouraged to have a fully integrated workforce system that focuses
   its collective efforts on assisting claimants getting back to work as quickly as
   possible in suitable jobs. One tool in achieving this aim is requiring work
   search activities that embrace a wide array of activities that support
   reemployment in today’s labor market and include receiving services, both
   remotely and in-person, through the vast network of American Job Centers.
   The following tools are available for states in establishing meaningful work
   search requirements:

          Training and Employment Notice (TEN) 17-19, published on February
           10, 2020, for model legislative language and a framework for updated
           work search requirements;
          TEN 18-16, published on November 21, 2016 for information about
           the “My Reemployment Plan” tool that can aid individuals who need
           more support in planning their work search and reemployment
           strategies. The electronic “My Reemployment Plan” is available for
           states to download and customize through the National Association of
           State Workforce Agencies’ (NASWA) Information Technology
           Support Center (ITSC) at http://www.itsc.org;
          Materials on the Reemployment Connections landing page on
           WorkforceGPS at https://rc.workforcegps.org/; and

                      A listing of national internet-based tools on the WorkforceGPS page at
                       https://www.workforcegps.org/resources/2020/01/16/13/21/service-
                       delivery-virtual-tools.

b. Waiting Week. As described in Section 4.e. of UIPL No. 10-20, in most states, an
   individual who is otherwise eligible for benefits must first serve a waiting period. This is
   not federally required, although it is a longstanding practice in the UI program that may
   give states time to assess eligibility and deter fraud. Further, existing federal EB law
   requires states to have a non-compensable waiting week in order for the state to receive
   federal cost sharing of the first week of EB.

   Section 4102(b), EUISAA, permits states that have a waiting week in their laws to waive
   the waiting week as necessary to respond to the spread of COVID-19. See Section 5.B.
   of UIPL No. 13-20. Section 2105 of the CARES Act, as amended, provides 100 percent
   federal funding under the agreement to states that waive the waiting week in state law.
   The last week of unemployment for which federal reimbursement of the first
   compensable week is available for states without a waiting week is week ending
   September 4, 2021 (September 5, 2021 in states where the week of unemployment ends
   on a Sunday). See Section 4.c.iv. of UIPL No. 14-21.

   Additionally, Section 9014, ARPA, provides full federal reimbursement for the first week
   of EB in states without a waiting week through September 6, 2021. The last week of
   unemployment for which federal reimbursement is available for the first week of EB is
   week ending September 11, 2021 (September 5, 2021 in states where the week of
   unemployment ends on a Sunday). See Section 4.a.ii. of UIPL No. 14-21.

   There is not a federal requirement for states to have a waiting week and states may
   choose to suspend the waiting week provision under state law indefinitely, beyond that
   which is needed to respond to the spread of COVID-19. In doing so, states should be
   aware of the implications on federal cost sharing under the EB program.

c. Good Cause. As described in Section 4.C. of UIPL No. 13-20, state laws provide for
   instances where “good cause” is considered in making a determination of eligibility. This
   often applies in job separations where the individual voluntarily quits, as well as where
   individuals refuse suitable work or do not meet reporting requirements. Section 4102(b),
   EUISAA, permits states to modify their good cause provisions as necessary to respond to
   the spread of COVID-19. However, states have discretion in how they define good cause
   under existing federal law. States may choose to continue with an expanded definition of
   good cause beyond that which is needed to respond to the spread of COVID-19.

   Good cause to refuse an offer of work under PUA. The Department approved additional
   COVID-19 related reasons for an individual to self-certify for PUA eligibility in UIPL
   No. 16-20, Change 5, published on February 25, 2021. Among them is a provision on
   good cause to refuse an offer of work, as follows:

           The individual has been denied continued unemployment benefits because the
           individual refused to return to work or accept an offer of work at a worksite that,
           in either instance, is not in compliance with local, state, or national health and
           safety standards directly related to COVID-19. This includes, but is not limited
           to, those related to facial mask wearing, physical distancing measures, or the
           provision of personal protective equipment consistent with public health
           guidelines.

   Any amendment to a state’s definition of “good cause” to refuse an offer of work may
   impact an individual’s ability to self-certify to this COVID-19 related reason for purposes
   of PUA eligibility. For example, if a state determines that an expanded definition of
   good cause is no longer necessary in response to the spread of COVID-19 and chooses to
   restrict the definition, this may result in more individuals being disqualified for regular
   UI benefits and, thus, eligible for PUA if such work was refused for the specified
   COVID-19 related reason.

d. Employer Experience Rating. Experience rating is the system states use to determine
   the state unemployment tax rate that each employer must pay. Under these experience
   rating laws, states determine individual employer tax rates based upon the employer’s
   history of employee unemployment as measured by payroll or other measurement of
   exposure to the insured risk, charging benefits paid out to employees to the employer’s
   “account”. See UIPL No. 29-83. The state system must meet the federal requirements
   for employer experience rating laid out in Section 3303, FUTA, to receive the additional
   credit under that section of FUTA.

   On its face, Section 4102(b), EUISAA, permits states to modify their laws governing
   employer experience rating. Although Section 3303, FUTA, is not enumerated in the
   emergency flexibility provision of Section 4102(b), EUISAA, the Department interprets
   the provisions of Section 3303, FUTA, that provides the requirements for employer
   experience rating laws to be included as part of the emergency flexibility provided under
   EUISAA.

   As discussed above, to comply with EUISAA’s plain language, state laws must: (1)
   include, or be tied to, a declaration that the law being passed (inclusive of Executive
   Orders issued and regulations promulgated) is to address the COVID-19 pandemic; and
   (2) be time-limited and operable only for the time needed to address the pandemic. Many
   states have exercised these emergency flexibilities by non-charging some or all benefit
   charges to an employer’s experience rating account during certain time periods of the
   pandemic or for claims which are directly related to the economic effects of COVID-19.
   States have also exercised these emergency flexibilities by altering the experience rating
   formula to disregard the most recent year(s) when computing employer rates.

   Similar to the modification or suspension of the work search requirement discussed in
   Section 4.a.i. of this UIPL, while EUISAA does not provide a specific date when such
   emergency flexibilities must end, it does require the modifications or suspensions to be
   temporary in nature and limits the availability of such flexibilities only for so long as they

       are needed to respond to the spread of COVID-19. It does not permit the use of these
       flexibilities indefinitely or for purposes other than in response to the spread of COVID-
        19. In determining when to end the employer experience rating emergency flexibilities, a
       state may consider health and safety conditions in the local area; the unemployment rate
       at the state level; the number of job openings in the state compared to the number of
       unemployed individuals; the state’s stage of reopening; and the Governor’s declaration of
       an emergency. These criteria may well overlap, and none is dispositive.

       The type of experience rating system in a state’s UC law must also be taken into
       consideration when determining the appropriate period of time for the employer
       experience rating emergency flexibilities to be in place. During the COVID-19
       pandemic, employers experienced payroll reductions due to circumstance beyond their
       control. All state experience rating formulas take into consideration an employer’s
       payroll when calculating employer contribution rates as a means of measuring the
       employer’s exposure to insured risk. If a year is determined to be impacted by the spread
       of COVID-19 based on the factors in the above paragraph, it is permissible with respect
       to the temporary flexibilities for that year’s payroll to not be used when calculating an
       employer’s contribution rate. For example, if when determining employer contribution
       rates for calendar year 2022, a state’s experience rating formula uses the last three years
       of payroll and the state finds that calendar years 2020 and 2021 were COVID-19
       impacted, it would be permissible for the state to instead use calendar years 2017, 2018,
       and 2019 (disregarding calendar years 2020 and 2021).

5. Emergency State Staffing Flexibility. Section 303(a)(1), SSA, requires that states have
   “[s]uch methods of administration (including . . . methods relating to the establishment and
   maintenance of personnel standards on a merit basis . . .) as are found by the [Secretary] to be
   reasonably calculated to insure full payment of unemployment compensation when due.” As
   set forth in Section 9015, ARPA, the emergency flexibility with respect to the merit staffing
   requirement expires on September 6, 2021. See Section 4.b. of UIPL No. 14-21.

   For direction on the application of merit staffing principles after September 6, 2021, refer to
   UIPL No. 12-01, Change 2, published on January 8, 2021, regarding a state’s ability to
   exercise flexibility in its staffing models under permanent federal law.

6. Requirement that an individual be able to work and available for work. Section
   303(a)(12), SSA, requires that an individual be able to work and available for work. This
   requirement cannot be categorically waived or exempted. The same requirement applies to
   all unemployment benefit programs, including the temporary federal programs provided
   under the CARES Act, except as described for PUA below.

   States able and available requirements must meet the standards established in 20 C.F.R. part
    604. However, states have some discretion under permanent federal law in establishing how
   an individual demonstrates that they meet the able and available requirements and in
   determining the types of work that are suitable for an individual. See Section 4.b. and 4.c. of
   UIPL No. 10-20, published on March 12, 2020. To be eligible for continued benefits, an

   individual must not limit their ability or availability in such a way that the individual has
   withdrawn from the labor market. See 20 C.F.R. 604.4(a) and 604.5(a)(1).

   Federal law provides for some authorized exceptions or substitutions to these requirements,
   such as individuals in state-approved training (Section 3304(a)(8), FUTA) or participation in
   the Short-Time Compensation program (Section 3306(v)(5), FUTA). Exceptions to the able
   and available requirement are limited to those included in statute and regulations, and there is
   no express statutory exception for individuals whose ability to work or availability for work
   is affected by the COVID-19 pandemic.

   Individuals Collecting PUA. The PUA program provides benefits to certain individuals who
   do not qualify for regular UI benefits, such as individuals who are self-employed. An
   individual collecting PUA must be able to work and available for work within the meaning of
   state law, except if they are unable to work or unavailable for work pursuant to specific
   COVID-19 related reasons identified in the CARES Act and through Departmental guidance.
   See Section 2102 of the CARES Act and UIPL No. 16-20 and its changes. For this reason,
   an individual must certify every week, under penalty of perjury, that a qualifying COVID-19
   related reason (or reasons) remains present. See Sections C.1. and C.7. of Attachment I to
   UIPL No. 16-20, Change 4.

7. Inquiries. Please direct inquiries to [email protected] with a copy to the appropriate
   Regional Office.

8. References.

          American Rescue Plan Act of 2021 (ARPA), including Title IX, Subtitle A, Crisis
           Support for Unemployed Workers (Pub. L. 117-2);
          Consolidated Appropriations Act, 2021, including Division N, Title II, Subtitle A, the
           Continued Assistance for Unemployed Workers Act of 2020 (Continued Assistance
           Act) (Pub. L. 116-260);
          Coronavirus Aid, Relief, and Economic Security (CARES) Act, including Title II,
           Subtitle A, Relief for Workers Affected by Coronavirus Act (Pub. L. 116-136);
          Families First Coronavirus Response Act, including Division D Emergency
           Unemployment Insurance Stabilization and Access Act of 2020 (EUISAA) (Pub. L.
           116-127);
          Sections 3303 and 3304, Federal Unemployment Tax Act (FUTA), 26 U.S.C. §§
           3303, 3304;
          Sections 303 and 1201, Social Security Act (SSA), 42 U.S.C. §§ 503, 1321;
          20 C.F.R. Part 604;
          UIPL No. 14-21, American Rescue Plan Act of 2021 (ARPA) – Key Unemployment
           Insurance (UI) Provisions, issued March 15, 2021,
           https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=5669;
          UIPL No. 09-21, Continued Assistance for Unemployed Workers Act of 2020
           (Continued Assistance Act) - Summary of Key Unemployment Insurance (UI)
           Provisions, issued December 30, 2020,
           https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=3831;

   UIPL No. 16-20, Change 5, Expanded Eligibility Provisions for the Pandemic
    Unemployment Assistance (PUA) Program, issued February 25, 2021,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=3202;
   UIPL No. 16-20, Change 4, Continued Assistance to Unemployed Workers Act of
    2020-Pandemic Unemployment Assistance (PUA) Program: Updated Operating
    Instructions and Reporting Changes, issued January 8, 2021,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=6973;
   UIPL No. 16-20, Change 2, Coronavirus Aid, Relief, and Economic Security(CARES)
    Act of 2020 – Pandemic Unemployment Assistance (PUA) Additional Questions and
    Answers, issued July 21, 2020,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=5479;
   UIPL No. 16-20, Change 1, Coronavirus Aid, Relief, and Economic Security(CARES)
    Act of 2020 – Pandemic Unemployment Assistance (PUA) Program Reporting
    Instructions and Questions and Answers, issued April 27, 2020,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=5899;
   UIPL No. 16-20, Coronavirus Aid, Relief, and Economic Security (CARES) Act of
    2020 – Pandemic Unemployment Assistance (PUA) Program Operating, Financial,
    and Reporting Instructions, issued April 05, 2020,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=4628;
   UIPL No. 14-20, Change 1, Coronavirus Aid, Relief, and Economic Security
    (CARES) Act of 2020 – Questions and Answers, issued August 12, 2020,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=3791;
   UIPL No. 14-20, Coronavirus Aid, Relief, and Economic Security (CARES) Act of
    2020 – Summary of Key Unemployment Insurance (UI) Provisions and Guidance
    Regarding Temporary Emergency State Staffing Flexibility, issued April 2, 2020,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=3390;
   UIPL No. 13-20, Change 2, Families First Coronavirus Response Act, Division D
    Emergency Unemployment Insurance Stabilization and Access Act of 2020 (EUISAA)
    – Review of State Compliance for Receipt of Emergency Administrative Grants and
    Clarification on Benefit Offset Requirements, issued June 3, 2021,
    https://wdr.doleta.gov/directives/corr_doc.cfm?docn=8645;
   UIPL No. 13-20, Change 1, Families First Coronavirus Response Act, Division D
    Emergency Unemployment Insurance Stabilization and Access Act of 2020 (EUISAA)
    – Reporting Instructions, Modification to Emergency Administrative Grants
    Application Requirement, and Questions and Answers, issued May 4, 2020,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=5374;
   UIPL No. 13-20, Families First Coronavirus Response Act, Division D Emergency
    Unemployment Insurance Stabilization and Access Act of 2020, issued March 22,
    2020, https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=8634;
   UIPL No. 10-20, Unemployment Compensation (UC) for Individuals Affected by the
    Coronavirus Disease 2019 (COVID-19), issued March 12, 2020,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=8893;
   UIPL No. 05-13, Work Search and Overpayment Offset Provisions Added to
    Permanent Federal Unemployment Compensation Law by Title II, Subtitle A of the
    Middle Class Tax Relief and Job Creation Act of 2012, issued January 10, 2013,
    https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=3698;

            UIPL No. 12-01, Change 2, States’ Ability to Exercise Flexibility in Staffing Models
             for the Performance of Certain Unemployment Compensation (UC) Administrative
             Activities, issued January 8, 2021,
             https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=8998;
            UIPL No. 29-83, General Principles of Experience Rating Under Section 3303(a)(1),
             FUTA, issued June 23, 1983,
             https://oui.doleta.gov/dmstree/uipl/uipl83/uipl_2983.htm;1
            TEN No. 17-19, Model Unemployment Insurance State Work Search Legislation,
             issue February 10, 2020,
             https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=4227; and
            TEN No. 18-16, Pathways to Reemployment Tools and Resources, issued November
             21, 2016, https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=6266.

9. Attachment(s). None.




1
  We note that the link to this document shows an expiration date of July 30, 1985. However, per TEN No. 15-20,
issued January 14, 2021, this remains an active UIPL.