By Peg Elofson
A company discharged its employee for violating the attendance policy. The employee filed for unemployment benefits, but the state said it denied the benefits because she was discharged for misconduct. The employee appealed, and an unemployment hearing was scheduled before an administrative law judge (ALJ).
The Employer’s Evidence: The employer testified that the claimant received the employer’s point-based, no-fault attendance policy at hire. The employee was absent and late to work a lot, and her points made her close to the limit in the policy. The employer warned her that more absences could result in her discharge. However, the claimant continued to miss work and arrive late, so the employer discharged her. Of the claimant’s 25 points, she had reported “personal reasons” for almost 50% of them. The claimant was not eligible for FMLA, since she had been with the company for less than a year. The Claimant’s Evidence: The claimant testified she was absent and tardy because of child care problems and health reasons. At the end of her employment, the claimant’s husband had moved away for work, and the claimant’s daughter had moved out. The claimant testified she was unable to find care for her six-year-old son. Since she worked the night shift, she requested a different shift to make it easier to find a babysitter. However, the employer denied her request, because her attendance was unsatisfactory. As a result, the claimant was unable to report to work.
The ALJ found the claimant was not allowed benefits because she was discharged for misconduct connected with the work. The decision stated:
The claimant appealed. She argued:
The Board of Review (BOR) disagreed with the ALJ’s decision and reversed it. This allowed the claimant unemployment benefits. The Board found that the claimant’s discharge was not for misconduct because:
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