Located in:
- Unemployment Insurance (UI)
(OMB Control Number: 1205-0132)
The Unemployment Insurance (UI) program requires a State Quality Service Plan (SQSP) on a 2-year planning cycle that is a condition of receipt of administrative funding to administer the program. The SQSP is the State’s UI performance management and planning process that allows for an exchange of information between Federal and State partners to enhance the UI program’s ability to reflect their joint commitment to performance excellence and client-centered services. A formal two-year SQSP is submitted biennially. On the off years, States may be required to modify the SQSP with additional corrective action plans and narrative if they are failing any new performance measures, and they are required to provide updated budget documents, certifications, and assurances. ETA Handbook No. 336, 18th Edition provides detailed guidance for the preparation and submittal of the SQSP and supplemental guidance is provided in an annual UIPL, issued as UIPL 15-19 for the FY 2020 SQSP. The Social Security Act (SSA) sections 302 and 303 authorize the Secretary of Labor to provide funds to administer the UI program and govern the expenditure of those funds. States that choose the option to include UI in a WIOA Combined State Plan will be required to submit their SQSP through the Combined State Plan process. The SQSP must be prepared in accordance to the instructions in ET Handbook 336, 18th Edition and there are no changes to the established SQSP cycle if a State chose to submit their SQSP through the Combined State Plan process.
- a. Contents of a Complete UI SQSP Package
A complete UI SQSP package includes the following documents, as described in Chapter 1, ETA Handbook 336, 18th Edition:
- a. Contents of a Complete UI SQSP Package
a. 5. UI Program Integrity Action Plan (UI IAP)
The UI IAP outlines the strategies the State will undertake during the planning period regarding the prevention reduction and recovery of UI improper payments.
Current Narrative:
| State | Federal Fiscal Year | Accountable Agency Officials |
|---|---|---|
| ARKANSAS | 2021 |
| Top Three Root Causes (Calendar Year 2019) | Calendar Year 2018 (% of $ Overpaid) | Calendar Year 2019 (% of $ Overpaid) | |
|---|---|---|---|
| Root Cause #1 | Benefit Year Earnings | 60.808% | 59.929% |
| Root Cause #2 | Separation Issues | 17.078% | 13.904% |
| Root Cause #3 | All Other Causes | 8.640% | 12.086% |
NATIONAL PRIORITY STRATEGIES
(Note: If these areas are addressed in the top three root causes, there is no need for duplication)
WORK SEARCH
| ADWS will prevent, detect and reduce potential work search issues by conducting random audits of claims. Develop a random work search audit process to require selected claimants to report to their assigned local office during the third and eight week in the claim series |
SIDES
| ADWS is aware that the United States Department of Labor (USDOL) encourages states to fully implement SIDES; however, ADWS’ Automated Adjudication System and electronic response system for employers, which is based upon our own server technology and state UI law, enables Arkansas to maintain the same functionality as SIDES along with ability to tailor questionnaires designed to elicit more information from employers with no additional subscription costs to the agency. ADWS will consider incorporating SIDES into its modernized benefits system. |
INTEGRITY DATA HUB
| ADWS will stay connected with the Integrity Center's fraud alert system, learning about new and emerging ways claimants committ fraud. |
ADDITIONAL STRATEGIES (PY2020)
CARES ACT STRATEGIES
Hire and Train Staff
HIGH $ OP STRATEGIES
Use resources such as NASWA and the Integrity Center Data Hub to stay current on the subject of fraud.
| Summary: (Provide a summary of the plan that the state has designed. The summary should include outreach efforts planned by the agency to inform all UI and workforce staff, and employers of the strategic plan to ensure everyone understands the importance of maintaining program integrity.) |
| ADWS' UI IPIA Integrity Rate for the period of July 1, 2018 through June 30, 2019 was 9.71%. The UI IPIA Integrity Rate for the period of July 1, 2017 through June 30, 2018 was 9.86%. The IPIA Integrity Rate for the period ending June 30, 2019 represents a decrease of .15% from the previous IPERA year. ADWS continues to strive to reduce its UI IPIA Integrity Rate. The following causes have been identified by ADWS' Benefit Accuracy Measurement (BAM) Unit as the top three root causes of overpayments: (1) Benefit Year Earnings: At 5.90%, Benefit Year Earnings issues continue to be the leading cause of overpayments. Benefit Year Earnings issues continue to occur as a direct result of claimants failing to report their earnings, either in whole or in part, during the continued claim process. The percentage of Benefit Year Earnings issues compared to dollars paid during IPIA year 2019 represents a 6.93% increase from IPIA Year 2018. BAM data for the period ending June 30, 2019 indicate that 62.42% of dollars overpaid is the direct result of claimant error in failing to report earnings or due to claimants incorrectly reporting earnings. The percentage of dollars overpaid for IPIA Year 2019 is an increase from 60.38% the previous IPIA year. (2) Separation Issues: At 1.25%, the second leading cause of overpayments is attributed to claimant error, employer error or a combination of the two regarding separation issues. The percentage Separation Issues compared to dollars paid during IPIA Year 2019 represents a decrease of .85% in separation issues resulting in overpayments. BAM data indicate that 13.188% of dollars overpaid during the period ending June 30, 2019 is the result of incorrect or inadequate separation information provided by one or both of the parties. The percentage of dollars overpaid for IPIA Year 2019 represents a 9.317% decrease from the preceding IPIA Year. (3) Other Issues. At 0.579%, is a leading cause of overpayments during IPIA Year 2019 is attributed to "Other Issues.” These types of issues are generally due to claim maintenance errors, appeal reversals, and fraud outside the key week. BAM data for IPIA Year 2019 reflects that 6.11% of dollars overpaid is the result of “Other Issues.” The percentage of dollars overpaid because of “Other Issues” during IPIA Year 2019 reflects a 1.88% decrease in overpayments due to “Other Issues” when compared to IPIA Year 2018. ADWS continues to work to improve preventing, detecting and recovering improper unemployment insurance overpayments. The GPRA goal for FY 2021 is that at least 57.5% of the estimated detectable recoverable overpayments will be established. ADWS' GPRA performance for SY 2020 was 49.11%. ADWS will work to meet goal expectations. With regard to the Core Measure, ADWS met the Core Measure of 50% to 95% for the Detection of Overpayments with 54.45% of the detectable/recoverable overpayments established for recovery. ADWS will continue in its efforts to ensure its UI staff and workforce partners are well trained in identifying and addressing issues impacting a UI claim during its life cycle. A well-trained workforce and knowledgeable partners are a critical component in reducing the improper payment rate. Maintaining adequate staffing levels in the FIRE Unit and BPC will ensure the continued timely issuance of determinations and the establishment of overpayments. In order to continue to improve the overpayment detection rate and reduce the operational overpayment rate further, ADWS will continue to pursue the following major strategies: 1. Prevent, detect and reduce future overpayments by continuing with efforts to increase the number of employers who respond to ADWS requests for information through our electronic systems; 2. Prevent and reduce future overpayments through claimant messaging; 3. Prevent, detect, reduce and recover overpayments by interlinking more of the investigative and administrative systems; 4. Prevent, reduce and recover overpayments by continuing ADWS efforts to follow-up with employers who have not returned wage audit notices. With regard to Benefit Year Earnings issues, ADWS continues to educate claimants on the importance of reporting earnings timely and accurately. ADWS' IVR Crossmatch System installs control dates on claims whenever matches are made between claimants and the State New Hire Directory. Local offices then review those claims and, if appropriate, contact claimants regarding reporting earnings. All claims that have a “hit” on the State New Hire Directory and/or National New Hire Registry result in the issuance of a wage audit notice to the employer. In 2016, ADWS central office staff began emailing the IVR Crossmatch hits to the local offices to be more proactive in contacting claimants who have been matched with the State New Hire Directory. This provides ADWS with an early opportunity to verify that claimants are properly reporting work and earnings as well as provide an opportunity for early intervention. ADWS continues to mail letters to claimants who claim the week in which a match was made from the State New Hire Directory. These letters congratulate claimants for obtaining new employment and serve as another opportunity to issue instructions regarding reporting earnings. In November 2017, ADWS began distributing its “Fraud: It’s A Crime!” newsletter to every claimant who files an initial, additional or reopened claim. This newsletter is also delivered electronically to all claimants who provided an email address during the claims filing process. In August 2019, ADWS began distributing a second claimant newsletter focusing on the pending enhanced penalties for committing unemployment insurance fraud. To further combat Benefit Year Earnings issues, ADWS implemented a process during the second quarter of 2018 which requires claimants who reported earnings for two consecutive weeks and then stopped reporting earnings during their continue claim series to report to their local office for a claim review. During the second quarter of 2020, ADWS projects anticipated the implementation of process to conduct random audits of active partial claims in an effort to ensure that work and earnings issues are prevented or detected in its earliest states. However, COVID-19, push this project back. Once implemented a random sample of claimants receiving partial benefits will be required to submit to a random earnings audit during the third and seventh week of the claim series. This will provide ADWS with yet another opportunity to ensure that claimants understand their rights and responsibilities with regard to reporting earnings from work or self-employment. ADWS will also have the opportunity to stress the importance of timely reporting any other potential eligibility issues that may arise during the claim series. The process will be evaluated to determine whether the random audit process should specifically target continued claimants reporting less than 40% of their weekly benefit amounts. In the third quarter of 2018, ADWS implemented updates to the online wage audit notice response system (IRME), which added a comment section at the bottom of the online wage audit notice form to allow employers to provide additional information. The modification to the online wage audit notice form has been beneficial in detecting new nonmonetary issues outside of work and earnings. All responses are reviewed by a fraud investigator and then forwarded to the adjudication unit for adjudication. In addition to the enhancements made to ADWS' IVR Crossmatch System, ADWS deployed an employer reporting tool to securely report instances of claimant activity that impact eligibility and an online reporting system for citizens to report suspected claimant and employer unemployment insurance fraud, job refusals and failure to report for job interviews. Referrals made by citizens are simultaneously forwarded to UI Administration and UI Technical and are typically assigned for investigation within 24 hours of receipt. The quick notification to ADWS of these events, when substantiated, will continue to reduce improper payments. To emphasize the importance that the highest levels of Arkansas government have placed on preventing inaccurate wage reporting by claimants, beginning in March 2012, ADWS developed and deployed a wage crossmatch that runs biweekly with state employee payroll. This report contains the weekly pay of any state employee who also claimed benefits within the applicable two-week period. ADWS utilizes this tool to identify claimants with earnings issues and immediately initiates a priority investigation. ADWS will continue efforts to message and to educate employers and claimants on the importance of timely and correctly reporting earnings as well. In the follow-up projects on non-returned 901As from the new hire crossmatches and the quarterly wage crossmatches, FIRE Unit personnel explain the processes available to employers for completing the requests. Additionally, these same personnel are available to provide on-site or on-line training for employers upon request. In January 2016 ADWS FIRE Unit initiated the Quarterly Crossmatch Review Project. This is an in-house project initiated to maximize detection of overpayments and minimize the number of improperly paid weeks. This follow-up project is modeled after the New Hire Follow-up Project that ADWS has operated for approximately eight years. In the first year after its inception, Quarterly Crossmatch Project raised the pre-follow-up return rate average of 59.59% to an approximate average of 71.52% post-follow-up, which is the equivalent of 10,791 additionally returned notices from employers. The pre-follow-up Quarter Crossmatch return rate was an approximate average of 71.90% for the period of 2017-3 through 2018-2 quarterly wage crossmatches. The approximate average return rate after the follow-ups for this same period was 82.87%, or a total of 8,421 returned audit notices. The average return rate represents an average increase of 2,105 audit notices each quarter during that period. The Quarterly Crossmatch Review Project performs follow-ups on employers for the previous audit quarter. The follow-ups are performed six weeks prior to a new crossmatch begin date and completed within a five-week period. The project began with employers with 30 or more outstanding wage audit notices who did not return their initial wage audit notice requests. The employers are contacted again either by telephone or email. ADWS is utilizing all available resources to increase overall performance and efficiency in the area of detection of benefits overpayments and investigations. ADWS depends on the involvement and contributions of key experienced employees for the future success of this project. ADWS expanded the project in January 2017 to follow-up with employers with 20 or more non-returned 901As. When the unit is fully staffed, ADWS will expand the project yet again by establishing a lower threshold for non-returned 901As. By the end of October, ADWS expanded the follow-ups to include employers with ten or more non-returns. ADWS later expanded the threshold to include employers with five or more audit notices that were not returned. Given the success to date of the project, ADWS eventually will expand this project to review all employers with non-returned notices; however, the lack of available experienced staff to perform follow-ups is a factor that adversely affects these efforts. The second leading cause of overpayments in Arkansas is separation issues due to inadequate or untimely separation information being provided by the employer. In March 2012, ADWS deployed its electronic response system for employers to the World Wide Web. Through the electronic response system, employers may receive and respond to Notice to Last Employers, Notice to Base Period Employers, and adjudication questionnaires via the Internet. This system enhances ADWS' adjudication system by enabling it to have the same functionality as SIDES at a lower cost. The implementation of this method of response has improved the quality of nonmonetary determinations and reduced the number of improper payments due to the untimely employer responses to adjudication questionnaires or appeals. Marketing to employers continues to be essential to the effectiveness of this system. In combination with ADWS' efforts to better educate our employers on the importance of accurately and timely responding to requests from ADWS for separation information, ADWS expects a continued reduction in errors that arise during the adjudication process. To address nonmonetary adjudication quality, ADWS designated an AAS Training Officer whose primary responsibility is to evaluate and improve the existing procedures for our adjudication staff. AAS supervisory staff are required to review a sampling of all adjudicators' determinations in order to ensure consistent and accurate interpretation of Arkansas' unemployment insurance laws. During FY 2019, the AAS Program Operations Manager and AAS Supervisors participated in BTQ training which served as a refresher course on the essential elements of timely and quality nonmonetary adjudications. AAS staff are required to submit to mandatory 100% case review whenever an improper finding is detected as a result of supervisory case review and/or a BAM investigation in order to ensure the proper and consistent application of law and policy. Adjudication staff continue with its effort to improve the quality of the adjudication process by exceeding the minimum number of reasonable attempts that must be made to obtain information from an interested party. The improvement in the quality of nonmonetary determinations should help reduce the total amount of improper payments to claimants who are later determined to be ineligible for UI benefits as a result of the appeal process. The third leading cause of overpayments in Arkansas is the result of "Other Issues.” These types of issues are generally due to claim maintenance errors, appeal reversals, and fraud outside the key week. ADWS continues to educate staff regarding law and policy to reduce and prevent claim maintenance errors, misinformation provided to claimants and employers, and appeal reversals arising from insufficient information. Continued education of claimants and employers will also be a significant point of emphasis in order to prevent and detect potential issues during the life cycle of the claim. While Arkansas' improper payment rate is not impacted by work search issues due to the ability to issue a waiver, returning claimants to work as expeditiously as possible continues to the primary objective of ADWS. To that end, the implementation of a random work search audit process for claimants will further ADWS' primary objectives and serve to ensure that claimants are complying with UI eligibility requirements. The random audit process will also provide an opportunity for UI staff to ensure that claimants understand their rights and responsibilities with regard to their UI claim. |
ADWS continues to work to improve preventing, detecting and recovering improper unemployment insurance overpayments. The GPRA goal for FY 2020 is that at least 54.5% of the estimated detectable recoverable overpayments will be established. ADWS' GPRA performance for SY 2019 was 50.43%. ADWS is currently at 56.75% for the period ending June 30, 2019. With regard to the Core Measure, ADWS met the Core Measure of 50% to 95% for the Detection of Overpayments with 56.36% of the detectable/recoverable overpayments established for recovery. ADWS will continue in its efforts to ensure its UI staff and workforce partners are well trained in identifying and addressing issues impacting a UI claim during its life cycle. A well-trained workforce and knowledgeable partners is a critical component in reducing the improper payment rate. Maintaining adequate staffing levels in the FIRE Unit and BPC will ensure the continued timely issuance of determinations and the establishment of overpayments.
In order to continue to improve the overpayment detection rate and reduce the operational overpayment rate further, ADWS will continue to pursue the following major strategies: 1. Prevent, detect and reduce future overpayments by continuing with efforts to increase the number of employers who respond to ADWS requests for information through our electronic systems; 2. Prevent and reduce future overpayments through claimant messaging; 3. Prevent, detect, reduce and recover overpayments by interlinking more of the investigative and administrative systems; 4. Prevent, reduce and recover overpayments by continuing ADWS efforts to follow-up with employers who have not returned wage audit notices.
With regard to Benefit Year Earnings issues, ADWS continues to educate claimants on the importance of reporting earnings timely and accurately. ADWS' IVR Crossmatch System installs control dates on claims whenever matches are made between claimants and the State New Hire Directory. Local offices then review those claims and, if appropriate, contact claimants regarding reporting earnings. All claims that have a “hit” on the State New Hire Directory and/or National New Hire Registry result in the issuance of a wage audit notice to the employer. In 2016, ADWS central office staff began emailing the IVR Crossmatch hits to the local offices to be more proactive in contacting claimants who have been matched with the State New Hire Directory. This provides ADWS with an early opportunity to verify that claimants are properly reporting work and earnings as well as provide an opportunity for early intervention. ADWS continues to mail letters to claimants who claim the week in which a match was made from the State New Hire Directory. These letters congratulate claimants for obtaining new employment and serve as another opportunity to issue instructions regarding reporting earnings. In November 2017, ADWS began distributing its “Fraud: It’s A Crime!” newsletter to every claimant who files an initial, additional or reopened claim. This newsletter is also delivered electronically to all claimants who provided an email address during the claims filing process. In August 2019, ADWS began distributing a second claimant newsletter focusing on the pending enhanced penalties for committing unemployment insurance fraud.
To further combat Benefit Year Earnings issues, ADWS implemented a process during the second quarter of 2018 which requires claimants who reported earnings for two consecutive weeks and then stopped reporting earnings during their continue claim series to report to their local office for a claim review. During the second quarter of 2020, ADWS projects anticipates the implementation of process to conduct random audits of active partial claims in an effort to ensure that work and earnings issues are prevented or detected in its earliest states. A random sample of claimants receiving partial benefits will be required to submit to a random earnings audit during the third and seventh week of the claim series. This will provide ADWS with yet another opportunity to ensure that claimants understand their rights and responsibilities with regard to reporting earnings from work or self-employment. ADWS will also have the opportunity to stress the importance of timely reporting any other potential eligibility issues that may arise during the claim series. The process will be evaluated to determine whether the random audit process should specifically target continued claimants reporting less than 40% of their weekly benefit amounts.
In the third quarter of 2018, ADWS implemented updates to the online wage audit notice response system (IRME), which added a comment section at the bottom of the online wage audit notice form to allow employers to provide additional information. The modification to the online wage audit notice form has been beneficial in detecting new nonmonetary issues outside of work and earnings. All responses are reviewed by a fraud investigator and then forwarded to the adjudication unit for adjudication.
In addition to the enhancements made to ADWS' IVR Crossmatch System, ADWS deployed an employer reporting tool to securely report instances of claimant activity that impact eligibility and an online reporting system for citizens to report suspected claimant and employer unemployment insurance fraud, job refusals and failure to report for job interviews. Referrals made by citizens are simultaneously forwarded to UI Administration and UI Technical and are typically assigned for investigation within 24 hours of receipt. The quick notification to ADWS of these events, when substantiated, will continue to reduce improper payments.
To emphasize the importance that the highest levels of Arkansas government have placed on preventing inaccurate wage reporting by claimants, beginning in March 2012, ADWS developed and deployed a wage crossmatch that runs biweekly with state employee payroll. This report contains the weekly pay of any state employee who also claimed benefits within the applicable two-week period. ADWS utilizes this tool to identify claimants with earnings issues and immediately initiates a priority investigation.
Root Cause #1: Benefit Year Earnings
| Strategies | Actions | Resources | |
|---|---|---|---|
| 1. Prevent UI Overpayments by continuing to educate claimants regarding timely and accurately reporting earnings and potential cla1. Prevent im issues when filing continued claims. | Continued dissemination of "Your Unemployment Insurance Information Handbook" through direct and electronic contact. | Ongoing | UI Administration, Legal, Field Operations, FIRE Unit, and UI Technical |
| Continued distribution of the "Fraud: It's A Crime" newsletter to claimants emphasizing how to properly report earnings and other potential issues during a claim series | Ongoing | UI Administration, Legal, Field Operations, FIRE Unit, and UI Technical | |
| Require claimants who are in continued claim status and reported earnings for two consecutive weeks and stop reporting earnings to report to the local office for review of potential separation and/or other issues. | Ongoing | UI Administration, Legal, Field Operations, FIRE Unit, and UI Technical | |
| 2. Prevent, detect, and reduce UI overpayments by educating employers of the importance of providing timely and accurate wage information to ADWS. | Continued outreach to educate employers regarding state and federal unemployment laws through employer trade groups and periodic employer updates. | Ongoing | UI Administration, Legal, Field Operations, FIRE Unit, and UI Technical |
| Continued distribution of employer newsletter regarding the unemployment insurance program | Ongoing | UI Administration, Legal, Field Operations, FIRE Unit, and UI Technical | |
| Distribute 901A response instructions with the ADWS Online Employer Services portal. | Ongoing | UI Administration, Legal, Field Operations, FIRE Unit, and UI Technical | |
| Follow up with noncompliant new hire employers. | Ongoing | UI Administration, Legal, Field Operations, FIRE Unit, and UI Technical |
Root Cause #2: Separation Issues
| 1. Reduction in the number of improper nonmonetary determinations by increasing the number of reasonable attempts to contact employers for information. | Exceed the minimum number of attempts (2) to contact an employer for separation information in cases that will likely result in a finding of eligibility. | Ongoing | UI Administration, AAS Program Manager, and AAS Satellite Office Supervisors. |
|---|---|---|---|
| 2. Reduction in the number of improper nonmonetary determinations through continued adjudicator training. | Continued education and monitoring of AAS staff to ensure consistent and accurate interpretation of Arkansas' unemployment laws. | Ongoing | UI Administration, AAS Program Manager, and AAS Satellite Office Supervisors. |
| Reduction of the number of wrong last work issues by confirming last employer when more than three weeks have passed between the separation date and the IC date. | Ongoing | UI Administration, AAS Program Manager, and AAS Satellite Office Supervisors. | |
| Mandatory 100% case review for any adjudicator who receives a BAM finding for an improper separation nonmonetary determination. | Ongoing | UI Administration, AAS Program Manager, and AAS Satellite Office Supervisors. | |
| Continued case review for adjudicators by AAS Satellite Office Supervisors. | Ongoing | UI Administration, AAS Program Manager, and AAS Satellite Office Supervisors. | |
| 3. Reduction of improper payments through monitoring of appeal decisions. | Continued monitoring of appeal decisions to rapidly install stop payments in appeals filed by employers that result in a reversal of benefits. | Ongoing | UI Administration, AAS Program Manager, and AAS Satellite Office Supervisors. |
| Continue to provide list of appeal reversals to Local Office Managers and Area Operations Chiefs to ensure local offices are properly installing stop payments and forwarding to BOP to establish overpayments | Ongoing | UI Administration, AAS Program Manager, and AAS Satellite Office Supervisors. | |
| 4. Prevent UI overpayments by continuing to educate employers of the importance of providing timely and sufficient information regarding separation issues. | Continued dissemination of "Unemployment Insurance Handbook for Arkansas Employers" through direct and electronic contact. | Ongoing | UI Administration, Contributions, UI Technical, and ADWS Website |
| Continued distribution of employer newsletter regarding the unemployment insurance program. | Ongoing | UI Administration, Legal, FIRE Unit, and UI Technical | |
| 5. Detect concealed separation issues through continued utilization of the "Stopped Earnings" report. | Continued utilization of the "Stopped Earnings" report to detect potential unreported separation and other nonmonetary issues. | Ongoing | UI Administration, UI Technical, and Field Operations |
Root Cause #3: All Other Causes
| Strategies | Actions | Resources | |
|---|---|---|---|
| 1. Prevent, detect and reduce UI overpayments resulting from appeal reversals. | Continued review of Appeal Tribunal cases to identify employer appeal reversals to ensure prompt implementation of appeal decision to reduce amount of overpayments. | Ongoing | UI Administration, Board of Review, Appeal Tribunal, UI Technical, and Field Operations |
| 2. Prevent, detect and reduce UI overpayments resulting from unreported nonmonetary issues. | Continued monitoring review of field operations daily reports to ensure proper application of law, policy and procedure. | Ongoing | UI Administration, UI Technical, and Field Operations |
| Continued dissemination of claimant and employer newsletters covering potential nonmonetary issues that may arise in a claim series. | Ongoing | UI Administration, UI Technical, and Field Operations | |
| 3. Prevent, detect and reduce UI overpayments resulting from claim maintenance errors. | Continued review of randomly case files for each staff member to identify quality control and training issues. | Ongoing | UI Administration, UI Technical, and Field Operations |
| Mandatory retraining and claim review for staff members who fail two or more quality reviews in a six month period. | Ongoing | UI Administration, UI Technical, and Field Operations | |
| Additional: |
CARES ACT STRATEGIES
| Strategies | Actions | Resources | |
|---|---|---|---|
| 1. Detect and reduce UI overpayments resulting from unreported earnings. | Mandatory 100% audit of claims(901A) to identify and investigate fraud, making sure the response option is available via ADWS Online Employer Services Portal | 10/30/2020 | UI Administration, UI Technical, Fire Unit |
| 2. Detect and reduce UI Fraud | Hire and train staff to investigate fraud | Ongoing | UI Administration, Fire Unit, Fraud Unit |
| Additional: |
High $ OP Strategies
| Strategies | Actions | Resources | |
|---|---|---|---|
| 1. Prevent, detect and reduce UI overpayments by working NASWA's Integrity Center to identify areas of opportunity for claimant messaging. | Continue to explore opportunities in the claims filing and continued claims processes to incorporate claimant messaging. | Ongoing | UI Adminstration, Legal, Fire Unit, BPC |
| Continued distribution of the "Fraud: It's A Crime" newsletter to claimants emphasizing how to properly report earnings and other potential issues during a claim series. | Ongoing | UI Administration, Legal, Field Operations, FIRE Unit, and UI Technical | |
| Continue to partner with NASWA and the Integrity Data Hub to identify fraud nationwide | Ongoing | UI Administration, Legal, Fire Unit, BPC and Fraud Unit | |
| Additional: |