DocketNumber: No. CV97-74632
Citation Numbers: 1998 Conn. Super. Ct. 7310
Judges: PICKETT, JUDGE TRIAL REFEREE. CT Page 7311
Filed Date: 6/12/1998
Status: Non-Precedential
Modified Date: 4/18/2021
This is a statutory appeal by Arvind R. Parikh concerning unemployment compensation. The record reveals the following: On November 21, 1996, the Administrator denied unemployment compensation benefits for the claimant on a finding that he was discharged for willful misconduct. Connecticut General Statutes §
The Superior Court in hearing an unemployment compensation appeal does not hear the case de novo. The function of the court is to sit as an appellate court in reviewing the record certified to it by the Board of Review. United Parcel Service, Inc. v.Administrator,
The issue on appeal is whether the Board of Review's decision concluding that the claimant was discharged for wilful misconduct unreasonable, arbitrary or illegal: With regard to the Board's decision that the claimant was discharged for wilful misconduct, the Board applied Connecticut General Statutes §
Connecticut General Statute §
An individual shall be ineligible for benefits . . . (2) . . . (B) if, in the opinion of the administrator, he has been discharged . . . for . . . Wilful misconduct in the course of his employment. . . . For purposes of subparagraph (B) of subdivision (2) of this subsection, "wilful misconduct" means deliberate misconduct in wilful disregard of the employer's interest of a single knowing violation of a reasonable and uniformly enforced rule or policy of the employer, when reasonably applied, provided such violation is not a result of the employee's incompetence . . .
(Emphasis added.)
The Board and Referee applied the above quoted statute and concluded that the claimant's conduct constituted a single, knowing violation of an employer's reasonable and uniformly enforced rule or policy that was reasonably applied, and that such conduct was not the result of incompetence. The Referee's findings of fact, as affirmed by the Board, indicate the following. The claimant worked for the State of Connecticut, Department of Transportation for approximately 10.5 years, last working as an engineer. Referee's Findings of Fact (hereinafter "F/F"), #5, dated March 31, 1997. The claimant was discharged after receiving a second consecutive unsatisfactory service rating. Referee's F/F #7. The second unsatisfactory service rating was triggered by the claimant's violation of the employer's work place rule concerning late request for vacation CT Page 7313 time. Referee's F/F #8. The claimant had been suspended from work for two weeks, July 22, 1996 through August 2, 1996. He was to return to work August 5, 1996. Referee's F/F #9. At approximately 8:00 a.m. on August 5, 1996, the claimant's normal start time, he called his immediate supervisor, Mr. Neelands asking to be put on vacation. Referee's F/F #10. Mr. Neelands determined that the request was not of an emergency nature and advised the claimant that he should report into work, but the claimant failed to do so. Referee's F/F #11 and #12. The claimant had received numerous verbal and written warnings concerning his practice of requesting vacation time at the last minute. Referee's F/F #13. The claimant had received such warnings on November 2, 1995, May 17, 1996, and May 14, 1997. Referee's F/F #14. The employer treated individuals who made similar requests in a similar manner. The claimant had received verbal warnings before his continuing practice resulted in the employer's written warning. Referee's F/F #15. Others in the claimant's department had received verbal warnings because their instances of inappropriate vacation use were isolated. Referee's F/F #16. If the claimant disagreed with any personal practice of the employer, the union contract required the claimant follow the supervisor's instructions, and later grieve the dispute. Referee's F/F #17. The claimant's two week suspension in July 1996 was triggered by an incident in March 1996 where the claimant was insubordinate to the immediate supervisor in refusing to code properly his time sheet. Referee's F/F #18.
Courts have defined "wilful misconduct" as "conduct evincing a wilful disregard of an employer's interest such as deliberate violations of the employer's procedures or a disregard of expected standards of behavior." Todd v. Administrator,
The Board affirmed the Referee's decision which found that the claimant knowingly violated the reasonable and uniformly enforced employer rule pertaining to advance notice when requesting vacation time. The claimant knew of the rule based on his numerous verbal and written warnings and suspensions for similar violations. It is undisputed that the rule is reasonable in that employers have the right to be informed ahead of time as to the availability of their workforce. The rule was uniformly CT Page 7314 enforced and reasonably applied to him. Termination was appropriate in light of the repeated violations of the advance notice rule and the employer's lawful business interest. The employer had determined that there was no emergency justifying the absence of advance notice. The claimant offered no justification for violating the rule. Board Decision, dated May 23, 1997 affirming Referee's Decision, dated March 31, 1997.
The claimant initially claims, in his brief on page 4, that the Referee did not find that the claimant's act had a detrimental effect on his employer or evinced a reckless disregard of a substantial employer interest. He relies on the repealed Regulations, Connecticut State Agencies, Labor §
Next, the claimant relies on the old regulations, §
The claimant argues that there must be a pattern of wilful misconduct in order to satisfy the phrase "wilful misconduct in the course of his employment." There is no such requirement.2
Regs., Conn. State Agencies, Labor §
Lastly, the claimant contends that the Referee violated the claimant's Due Process rights in two ways: (1) by not inquiring of the claimant to find necessary information for his findings, and (2) by the manner of asking questions tainted the whole proceeding. At the outset, it should be noted that the claimant did not raise these claims before the Board. With regard to the first claim, it is the responsibility of each party to present at the hearing before the Referee all witnesses, testimony, evidence and argument material to that party's contentions. Regs., Conn. State Agencies, Labor §
The courts have given deference to the decisions of those who are charged with the administration of the unemployment compensation system. Fellin v. Administration,
For the reasons set forth, the appeal is dismissed.
BY THE COURT
HON. WALTER M. PICKETT, JR., J. Judge Trial Referee