Employers have a right to expect employees to follow the work rules laid out for them. Employees who are terminated for breaking those rules won’t be eligible for unemployment compensation because it was their fault they were discharged.
Recent case: Marcia Kimble worked for a social service agency and supervised residents in group homes. Company rules prohibited leaving high-risk clients alone. During a dance, Kimble let out of her sight a resident who had a history as a sex offender. The resident later claimed he had sexual contact with another resident while Kimble was away. Although this was never corroborated, Kimble was fired.
She was denied unemployment benefits and sued. But a court upheld the denial because she broke an important safety rule, which was misconduct. (Kimble v. Zumbro House, No. A10-2013, Court of Appeals of Minnesota, 2011)
- Sample Policy: Job Sharing
- Latest stats: Union membership continued to stagnate in 2013
- Secondary employer isn't responsible for FMLA notice, leave
- Background Check Guidelines: How to comply with the Fair Credit Reporting Act and avoid lawsuits
- Nonunion worker's pay complaint is protected activity under NLRA