LilB0kChoy

Exactly! Documentation is the best indicator, usually escalating from verbal, to written and then to final. A PIP, performance improvement plan, is another good indicator you’re on the block.

Bundle it all together! We have tons of electrical that should be moved underground. Throw internet lines into that pool too and put it all under the ground and run the network cables everywhere the power goes.

No, it doesn’t. A single occurrence of being late, or the first instance of being talked to about job performance does not meet the requirement of cause to deny you unemployment benefits.

An employer has to demonstrate repeated occurrences with documentation to be able to justify denying unemployment. Without that they can contest your claim but as soon as you appeal it they will be overruled unless they can show a repeated pattern with corrective action documentation.

It’s important to note that, barring something egregious, single instances don’t meet the with cause definition.

There has to be documented history that the issue was raised with you and addressed (verbal warnings, write ups etc.)

I lean the other way.

I think it would be a pretty solid case to argue that the change to the TOS, considering the timing and combined with the breach, would be outrageously unreasonable enough to invalidate the “meeting of the minds” requirement.

Are T&Cs retroactive? I would think any new T&Cs could only apply from that point forward, not that they could retroactively absolve themselves of liability or how you could pursue it.