Wilson v. Condon

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Employee’s employment was terminated after Employer discovered that the representation Employee made in her employment application was not accurate. Employee applied for unemployment benefits with the Department of Employment and Economic Development (DEED). DEED concluded that Employee was eligible to receive unemployment benefits. Employer appealed. An unemployment law judge determined that Employee was ineligible for unemployment benefits because she was discharged for “employment misconduct” under Minn. Stat. 268.095. The court of appeals reversed, concluding that Employee’s conduct did not constitute employment misconduct. The Supreme Court reversed, holding that (1) the court of appeals applied an improper definition of “employment misconduct”; and (2) under the facts and circumstances of this case, Employee was terminated for “employment misconduct” as defined in section 268.095. View "Wilson v. Condon" on Justia Law