In yesterday’s post, my colleague Chris Engler discussed the “wilful” misconduct standard and how it applies when your employee is otherwise eligible to receive unemployment compensation.
Today, Chris returns and has a quick quiz to review some recent cases of how this standard has been applied.
So, you think you know what the “wilful” misconduct
My colleague, Chris Engler, is back today with post getting into the ins and outs of the willful misconduct standard at the Connecticut Department of Labor. Last week, we had a senior CTDOL official speak to our Labor & Employment seminar about this and other pressing topics of interest to employers.
The bottom line:
As we enter a holiday weekend, my colleague, Mick Lavelle uncovered an odd circumstance of unemployment compensation law. He discusses it below. Have a great holiday weekend.
The old adage that crime does not pay has been slightly modified by the Connecticut Department of Labor, Employment Security Division, which administers unemployment compensation benefits.
Unemployment
Employees who are terminated by their employers are typically eligible for unemployment compensation in Connecticut unless an exception applies.
"Wilful Misconduct" is one of the limited exceptions (in Conn. Gen. Stat. 31-236), but it is not an easy exception to reach. A new decision from the Connecticut Appellate Court (to be officially released on March