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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- When settlement requires confidentiality, tell everyone to keep lips sealed
- Wellness lessons from 'healthiest companies'
- Online HR master's degree: Is it worth it? Which school is best?
- What danger lurks in your (possibly outdated) handbook?