Digest of Benefit Entitlement Principles  Chapter 9 - Section 5

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9.5.0 Good cause

Where there has been a refusal of suitable employment, what must be considered is whether the claimant had good cause for refusing the employment. Even if the prospective employment was suitable, a disqualification is not applicable if the claimant had good cause for refusing it Footnote 1 .

"Good cause" is not defined in the legislation. According to dictionary meanings, "good cause" can be considered as a "reason, motive or ground that may be held to justify something” that is "valid, sound, thorough, or considerable" Footnote 2 .

Acting in good faith does not necessarily constitute good cause. Good cause can be said to exist where the claimant acted in a prudent and reasonable manner, as any person who is desirous of finding work would have done, under similar circumstances Footnote 3 .

[ April 2014 ]

9.5.1 Credibility

As a general rule, in so far as good cause is concerned, the claimant should provide documentary evidence, especially where the refusal of the employment is by reason of health or physical capability, illness in the family, loss of union rights or a promise of employment with another employer Footnote 4 .

Where the circumstances are such that documentary evidence is not requested, the question becomes one of credibility. Any plausible and uncontradicted statement can be accepted at face value. A statement may be challenged when it appears unfounded or when it is submitted belatedly Footnote 5 .

[ April 2014 ]

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