I think most would agree, getting fired is rarely fun for those on the giving, or receiving end .. no matter the reason.
But when you feel hurt, angered, shocked, or guilty without good reason about why, you were fired, or even relieved to be out from under the thumb of the boss who fired you, consider this is the first person I would expect you to come up against if your claim makes it to the first appeal hearing.
I know this .. because I spent much of my day .. seeking out and talking to direct witnesses with first hand knowledge about the cause for a discharge .. just to improve the odds an employer would be able to meet the burden of willful work related misconduct .. or in some states now .. a lesser legislative cheap shot, called "substantial fault".
Regardless of how you feel about being fired .. it's your guilt of misconduct, in question when unemployment claim departments seek to resolve the issue initially.
Initially, all non-monetary separation eligibility determinations are based upon the available information.
Information of course, comes from you and the employer, or an employer's claim management vendor who may respond for it's clients.
If you, or an employer doesn't like an initial determination .. because some information didn't get to the department, or was apparently misunderstood by them .. it's a simple matter to file an unemployment appeal .. and employers often have to appeal .. because they often don't provide all information initially.
If you're new to getting fired and thought the initial monetary determination explaining how much your weekly benefit amount should be, meant you would receive unemployment, that in reality may be the first sign you are a wishful type.
It's never a good idea to ignore a more objective description of misconduct, because it is what an employer should be consider if they are serious about wanting to meet the burden of you being held reasonably guilty of misconduct .. at the time you were fired from a job .. for whatever the final incident of misconduct, might of been.
I think it's time to reacquaint yourself .. or finally discover the employer's employee handbook .. since it not only contains the rules and policies employees are expected to work with, but the standards and expectations .. even an employee might be able to use when rebutting misconduct .. the employer didn't meet .. at the time they fired you.
Valid objective arguments .. work better than emotional driven accusations .. off topic of the burden that must be met.