The 501 Alliance - Unemployment Services for Nonprofit Agencies

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Here are some answers to frequently asked questions. If you do not find what you are looking for, please use our contact form to ask us.

>>> What is the contribution rate for new members that are currently contributing
employers?
Applicants that qualify will receive a fixed rate that is 25% less than their current rate with the state for their first two years of membership. For example, if your rate with the state is 5.00%, your rate with us will be 3.75%. If you don't qualify at a 25% discount, we'll also try to qualify you at your current rate with the state.

>>> What is the contribution rate for new members that are currently
reimbursing employers?
Applicants that qualify will receive a fixed
rate of 2.50% for their first two years of membership. This is the only rate that we use to qualify reimbursing employers.

>>> How do I know if I'm a contributing or reimbursing employer?
If you have a tax rate with the state, you're a contributing employer. If you receive a bill from the state for unemployment benefit charges, you're a reimbursing employer.

>>> Once my organization becomes a member, can we change our mind and return to the state’s unemployment system?
Once you become a member, the state will not allow your company to return for two years.

>>> Do we still need to file a quarterly wage detail report with the state?
Your company still needs to provide this information to the state. They use it to determine if a claimant is monetarily eligible to collect unemployment benefits.

>>> How much does an employee need to earn to be monetarily eligible to collect unemployment benefits?
An employee must have earned at least $2,871 in one of the first four of the last five completed calendar quarters, have wages in at least two quarters and total wages within the base period must be at least one and one-half times the highest amount of wages paid in any quarter.

>>> How often do we make contribution payments to The 501 Alliance?
The 501 Alliance provides your agency with a contribution report each quarter that needs to be completed and submitted with your payment. Contribution reports and payments are due on the 25th of the month following the end of each quarter.

>>> What should we do if our company didn’t receive our contribution report?
A replacement contribution report can be downloaded by clicking on "contribution reports" at the top of this page or you can contact The 501 Alliance at 800-968-9675 and we'll fax you a copy.

>>> What should we do if an error was made on a contribution report that has already been submitted?
An amended contribution report needs to be submitted. A copy can be downloaded by clicking on "contribution reports" at the top of this page. You can also contact The 501 Alliance at 800-968-9675 and we'll fax you a copy.

>>> What should we do if an unemployment claim or hearing notice is sent to our office?
Fax them immediately to The 501 Alliance at 866-512-7272, so we do not lose our right to protest or appeal the claim on your behalf.

>>> What are the minimum and maximum weekly benefit amounts that a claimant can collect?
The minimum weekly benefit amount is $117 and the maximum is $362.

>>> What is the minimum and maximum number of weeks that a claimant can collect unemployment benefits?
The minimum number of weeks is 14 and the maximum is 26.

>>> How do we calculate how much a claimant can collect in unemployment benefits?
Multiply the claimant’s high quarter wages by 4.1% and round down to the nearest whole dollar. Also add $6.00 per dependent up to five dependents. The minimum weekly benefit amount is $117 and the maximum is $362.

>>> How do we calculate the number of weeks that a claimant can collect unemployment benefits?
Multiply the total base period wages by 43% and divide by the weekly benefit amount then round down to the nearest half week. The minimum number of weeks is 14 and the maximum is 26.

>>> What does the term “misconduct” mean?
Misconduct is a wanton and willful disregard of the employer’s interest causing harm to the employer. Mere inefficiency, unsatisfactory conduct or good-faith errors in judgment or discretion are not deemed to be misconduct.