Wisconsin Department of Workforce Development v. Wisconsin Labor & Industry Review Commission

by
In this dispute over unemployment compensation benefits, the Supreme Court held that the plain language of Wis. Stat. 108.04(5)(e) allows an employer to adopt its own absenteeism policy that differs from the policy set forth in the statute. Further, termination for the violation of the employer’s absenteeism policy will result in disqualification from receiving unemployment compensation benefits even if the employer’s absenteeism policy is more restrictive than the policy set forth in section 108.04(5)(e).Employee was denied unemployment compensation on the ground that she was terminated for “misconduct” - namely, absenteeism, as defined by section 108.04(5)9e). The circuit court concluded that an employer’s violation of the employer’s absenteeism rules constitutes “misconduct” under section 108.04(5)(e) barring unemployment compensation benefits. The court of appeals disagreed, holding that an employee who is terminated for violating an employer’s absenteeism rules is not barred from obtaining unemployment benefits unless the employee’s conduct violates the statutory definition of misconduct based on absenteeism. The Supreme Court reversed, holding that Employee was properly denied benefits under the circumstances of this case. View "Wisconsin Department of Workforce Development v. Wisconsin Labor & Industry Review Commission" on Justia Law