My question pertains to "gross misconduct" when being fired and if that language has to be used vs. breaking an internal policy.
I was recently terminated for mismanaging my PERSONAL bank account by overdrawn my account. The accounts were monitored by my employer.
I was called in one day to ask if i did this on purpose and i explained that on the 3 occasions it was NOT my intent to overdraw and that they were mistakes due to mismanagement of my checkbook and timing of transactions.
I was then called in and told my employment was being terminated and reminded that the internal Code of Ethics Policy requires that all employees effectively manage their personal accounts.
So my question is this: Is this this Gross Misconduct in terms of denial of COBRA and UI Benefits or does the employer need to explicitly state those words during termination and as termination reason on your file?
As i prepare for my non-monetary call with claims adjuster i wanted to know if they were required to say those words or is it determined by the state?
Hope to be back to work by then......
I was recently terminated for mismanaging my PERSONAL bank account by overdrawn my account. The accounts were monitored by my employer.
I was called in one day to ask if i did this on purpose and i explained that on the 3 occasions it was NOT my intent to overdraw and that they were mistakes due to mismanagement of my checkbook and timing of transactions.
I was then called in and told my employment was being terminated and reminded that the internal Code of Ethics Policy requires that all employees effectively manage their personal accounts.
So my question is this: Is this this Gross Misconduct in terms of denial of COBRA and UI Benefits or does the employer need to explicitly state those words during termination and as termination reason on your file?
As i prepare for my non-monetary call with claims adjuster i wanted to know if they were required to say those words or is it determined by the state?
Hope to be back to work by then......