The employer discharged the claimant for violating a company rule
Evidence supports negligence or willful disregard of the rule on the part of the claimant. Ohio’s legal standard that determines if a discharge is with just cause is whether the claimant’s acts,omissions, or course of conduct were such that an ordinary person would find the discharge justifiable. After a review of the facts, this agency finds that the claimant was discharged with just cause under Section 4141.29(D)(2)(a), Ohio Revised Code.
This is the information I turned in to the Ohio Department of Job & Family Services, Office of Unemployment Compensation (Reasons(s) for filing the request for appeal:
I complained of company misconduct & workplace violence. Forced to work in hostile work environment subjected to unlawful harassment & unlawful retaliation. Was harassed and retaliated against after filing a workers compensation claim filing multiple discrimination workplace violence and assault charges. I engaged in protected activity and conduct employer knew about activity but continued to subject me to adverse employment actions the protected activity contributed to the adverse actions. The infractions the employer alleges I was terminated for has no merit. Management and others have access by way of password to the community computer. It has always been a community computer with a community user name and password. Management violated local 7 contract article 2117.27 Procedure subsection (a) regarding time lines & subsection (d) regarding availability of pertinent records. Information was requested by union to management in writing still have failed to provide. I was charged with a similar offense in conjunction with the Internet offense was offered an arrangement by management. Management is attempting to convict me of two separate charges based upon the same conduct.
Have the grievance procedures been completed?
I like your appeal letter. It just touches on the points you believe cause the determination to be erroneous and gives just enough information for the hearing officer to focus on in order to develop the facts.
Will a union rep be with you for the hearing?
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