Getting fired from a job can understandably, evoke a myriad of emotional responses from the one who lost their job whether by their own fault, or no fault at all. but then for no fault, we'd be talking about your employers rights with regard to at-will employment
However, right now, I'm sharing my experience gained while aiding employers who fight back at appeal hearings of and for benefits, without regard to fault and use an employee's ignorance about the appeal process to aid them in sustaining their burden of proof they had good cause for the discharge to not pay benefits.
For purposes of adjudicating a discharge per unemployment insurance law a quit in lieu of termination is a discharge, but then this may be voided if you write one of those glowing resignation letters that doesn't mention the real reason you're resigning.
If you want to know when you can get unemployment if fired .. it's when an employer can sustain their burden to prove willful misconduct as the cause.
And that my friends, is open to interpretation and an appeal argument that punches holes in the assigned burden of proof.
I know to some I may sound like a broken record who refuses to get to the answer you want to hear, but that every claim for unemployment benefits is adjudicated individually, I don't know what I would think about your chances to collect benefits until I know details .. and get to know you just a bit.
For certain, I am not an unemployment benefits savior .
But, I also know fairness and reasonableness in the workplace is generally a wishful expectation of employees and a lot of strategy for employers to remain in compliance with employee rights, or at least maintain an outward image of compliance..
But many of you have signed away your rights with a severance agreement .. except for your right to file an unemployment claim .. because that right cannot be legally signed away.
So, what does your employer have to prove for the unemployment department when it's you getting fired.?
Something in this definition of work misconduct .of course..
Ironically, when an employer fails to meet this burden to prove misconduct to the standard of law, defined as work related misconduct, it's often for the same reason an employee who quits can't fulfill their burden. And if you read unemployment case law .. they refer to quitters of employment as being hypersensitive to the actions of the party with the power in the employment..
I suggest to you when someone is fired and misconduct is not found as the reason .. a different kind of hypersensitivity and unreasonable interpretatiion of what's good enough to fire someone .. may be to blame.
The question now .. is really whether you can rebut your employer's argument when facts are fully explored at an appeal hearing through testimony and supporting evidence.