Are Teachers Eligible for Unemployment Benefits During the Summer Months?

As the school year comes to an end, many school districts begin issuing reasonable assurance letters to employees. These letters play a critical role in determining whether school employees are eligible for unemployment benefits during summer break.

Employees working under continuing contracts are generally considered to have reasonable assurance. When a contract remains intact for the upcoming school year, and no other mitigating factors exist, these employees are typically found ineligible for unemployment benefits during the summer months.

Reasonable assurance, when provided in writing, notifies an employee that it is the district’s intent to have them return in the same capacity for the upcoming school year or term. In other words, although the employee may not be working during the district’s traditional break, there is an understanding that they will return to work once the new school year begins.

A key component of reasonable assurance is the phrase “in the same capacity.” This means:

• • A casual, as needed substitute returns as a casual, as needed substitute
  • A part time cafeteria employee returns in a part time cafeteria role

When written reasonable assurance is provided, individuals in these roles may also be found ineligible for unemployment benefits during summer break.

Acceptable forms of reasonable assurance include:

• • An employment contract
  • A written reasonable assurance letter
  • Board approval

It’s important to note that reasonable assurance is only valid from the date it is issued, which is why districts are encouraged to provide assurance before the last day of the school year. Additionally, reasonable assurance does not apply during the active school year, it is only applicable during scheduled breaks between terms, such as winter, spring, and summer break.

For assistance or to request a sample reasonable assurance letter, please contact your unemployment account manager.