State: Florida
Hello everyone! I am brand new to this site, but it came highly recommended by my mother who is an active participant on these threads. I will provide the details of my situation below, and appreciate any advice on the areas of my situation that I should focus on/avoid leading into my upcoming unemployment appeal hearing.
My most recent job ended in termination on 1/28/19, and I am currently appealing the decision to disqualify me from unemployment benefits. The reason stated was such: THE CLAIMANT WAS DISCHARGED FOR FAILING OR REFUSING TO ADHERE TO A KNOWN COMPANY POLICY REGARDING FALSIFICATION OF DOCUMENTS. THE CLAIMANT'S ACTIONS CONSTITUTE MISCONDUCT. Here is some context:
My role was retail-based, and sales performance was an important factor towards our ability to be promoted. Leading up to my termination, I was consistently being told by my direct supervisors, as well as our corporate leadership, that my performance was exceptional and that a promotion was right around the corner for me. I greatly enjoyed my work, and often volunteered for extra shifts and recruited others to work for the company.
However, after a random audit of my branch's performance, the Risk Management team supposedly found several sales that were documented under my employee credentials that had utilized unethical sales techniques. I do not admit to using these techniques, as I did not even know that the techniques were possible at the time of sale (the techniques involved advanced applications of discounts and special rates that perfectly matched with the prices of added-on optional products, leaving the overall total unchanged). I denied any knowledge of these sales in my termination meeting, but was told that since the sales were made under my credentials, I am responsible for them. But, sharing of employee credentials is a common, every day occurrence in the company. With most of our sales being completed on mobile tablets that were unlabeled, it was quite common for me to complete a sale using a colleague's tablet (for which they would get credit for the sale) and vice-versa.
I received no written or verbal warnings leading up to my termination. Following the branch audit, I was suspended for several days while an investigation took place, but at no point was told that my position was in jeopardy or instructions on how to correct my actions moving forward.
How can I best present my situation during my appeals hearing? I am willing to admit to exercising bad judgement regarding the sharing of our tablets, but I do not believe that I was the one using these techniques.
Thank you in advance for any insight, and please let me know if there is any additional information that I can provide to assist in understanding the situation.
Hello everyone! I am brand new to this site, but it came highly recommended by my mother who is an active participant on these threads. I will provide the details of my situation below, and appreciate any advice on the areas of my situation that I should focus on/avoid leading into my upcoming unemployment appeal hearing.
My most recent job ended in termination on 1/28/19, and I am currently appealing the decision to disqualify me from unemployment benefits. The reason stated was such: THE CLAIMANT WAS DISCHARGED FOR FAILING OR REFUSING TO ADHERE TO A KNOWN COMPANY POLICY REGARDING FALSIFICATION OF DOCUMENTS. THE CLAIMANT'S ACTIONS CONSTITUTE MISCONDUCT. Here is some context:
My role was retail-based, and sales performance was an important factor towards our ability to be promoted. Leading up to my termination, I was consistently being told by my direct supervisors, as well as our corporate leadership, that my performance was exceptional and that a promotion was right around the corner for me. I greatly enjoyed my work, and often volunteered for extra shifts and recruited others to work for the company.
However, after a random audit of my branch's performance, the Risk Management team supposedly found several sales that were documented under my employee credentials that had utilized unethical sales techniques. I do not admit to using these techniques, as I did not even know that the techniques were possible at the time of sale (the techniques involved advanced applications of discounts and special rates that perfectly matched with the prices of added-on optional products, leaving the overall total unchanged). I denied any knowledge of these sales in my termination meeting, but was told that since the sales were made under my credentials, I am responsible for them. But, sharing of employee credentials is a common, every day occurrence in the company. With most of our sales being completed on mobile tablets that were unlabeled, it was quite common for me to complete a sale using a colleague's tablet (for which they would get credit for the sale) and vice-versa.
I received no written or verbal warnings leading up to my termination. Following the branch audit, I was suspended for several days while an investigation took place, but at no point was told that my position was in jeopardy or instructions on how to correct my actions moving forward.
How can I best present my situation during my appeals hearing? I am willing to admit to exercising bad judgement regarding the sharing of our tablets, but I do not believe that I was the one using these techniques.
Thank you in advance for any insight, and please let me know if there is any additional information that I can provide to assist in understanding the situation.