Absenteeism, if correctly applied, is one of the easiest things to terminate someone for and not have their unemployment approved. Because it is easy to set a clear cut policy for allowing a certain number of absences, with or without a medical excuse. And then, eventually, the person in question violates the policy. If you had gone to the doctor after the minor car wreck, and had shown medical proof you were too injured to come to work your chances of being approved would have been much better. But staying out because you had to get your car towed or because the weather was bad and the roads were dangerous, unfortunately, can simply be an unexcused absence.
But you'd had many absences, with or without medical excuses. What was the company policy on this? If they had a policy that says 12 absences and you're out, regardless of what they were for, then you're officially out. If you had had a medical excuse for the last absence,the one that precipitated the termination, you would probably have been approved to draw. They look at it that even though the company has a policy that does not accept medical excuses, you could not help becoming ill or injured, so you did not chose to lose your job. This in no way stops them from being able to terminate you, just makes it possible you'll be approved for unemployment after they have done so.
But if I am reading this right, you had a minor traffic accident, you called afterward and said you weren't coming in that day, and that was your last absence before firing. Regardless of whether there was six feet of snow on the ground, although you could certainly bring that up in your appeals hearing.
Then you called your former supervisor AFTER you received your decision denying unemployment decision regarding benefits, right? "He knew I was not coming and had never agree to this" means..what? That he knew you were not coming in, and he did not agree with the company terminating you? Well, that's not very important in your appeal.
Regardless of what you sent to appeals, you will still have to have an appeals hearing. Someone from the company will probably be there to explain what the company policy on absenteeism was, and to present your record and justify why they terminated you.
You will be arguing that you had not had very many absences at all that were not medically related, and therefore they should not count against you. How the absence on that last day was due to inclement weather and the minor traffic accident you had, and how you had no idea of getting fired when you decided not to come in that day. How your supervisor did not want you fired and did not know that this absence was going to lead to your firing.
Chances? Not great. Go on and do the appeal, though. It's always worth that. If the employer wants to get rid of an employee who's absent a lot, what they can do is set a policy, and wait until the employee has that one absence NOT related to medical causes, and terminate then. It will usually come over in unemployment appeals as a justified termination.