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Employment Development Department
Employment Development Department

FAQ - School Employees

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Yes, if the following conditions are met:

  • You have enough non-school wages in the base period to establish a valid claim.
  • You have made yourself available to work for your school employer or another school employer and that school employer has indicated that it may call you to work during the recess period.

For more information about school employee claims review the School Employee Claims section on this Web site.

Yes, provided you meet all eligibility requirements. When you notify the Department that you no longer have a job, we will verify with the school employer that the offer of employment was withdrawn.

For more information about school employee claims review the School Employee Claims section on this Web site.

Yes, if you are a non-professional school employee, or school supportive employee, and meet all the following conditions:

  • Requested retroactive benefits no later than 30 days after the new school term begins.
  • Were laid off by the school employer.
  • Were not previously disqualified for benefits (other than reasonable assurance to return to work).
  • Certified for benefits during the recess period.
  • Met all eligibility requirements during the recess period.

For more information about school employee claims review the School Employee Claims section on this Web site.

Generally, no. The school employer is not required to give substitute teachers a definite return to work date to establish that there is reasonable assurance to return to work.

If an individual has worked as a substitute teacher and the school employer offers substitute work during the next school year or term under the same general conditions and the individual accepts the offer, there is reasonable assurance the individual will return to work.

For more information about school employee claims review the School Employee Claims section on this Web site.

You are not eligible to receive benefits based on your school wages during the recess period.

If there are enough non-school wages to establish a valid claim, you may be eligible for benefits based on these wages, if all other eligibility requirements are met.

For more information about school employee claims review the School Employee Claims section on this Web site.

Yes, regardless of whether you are a professional, nonprofessional or school supportive employee (of a public or nonprofit school), if the offer of work is contingent on there being sufficient funding or enrollment, you would not be considered to have reasonable assurance for the next school year or term. You would be eligible for benefits provided you meet all other eligibility requirements.

For more information about school employee claims review the School Employee Claims section on this Web site.