By Payroll and Entitlements Editorial Staff
The claimant, a full-time apartment building manager at a college, voluntarily left his job after his superiors refused to hire an assistant manager to help him as had been promised when he took the job. He was working 70-80 hours per week, including Sundays. When he accepted the job he was told he would work 40 hours per week and have Sundays off. The claimant was initially denied benefits. On appeal, the court determined that the facts demonstrated a substantial and unilateral change in the terms of the claimant’s employment that placed real pressure on him to voluntarily quit. The court also concluded that he acted in a reasonable manner when he did not get any help from his supervisors after he asked again for assistance. The court, reversing the Board’s decision, concluded that it would have been futile for the claimant to raise his concerns to the vice chancellor because he had raised his concerns on numerous occasions in the previous eight months with no change (Daryl Yingling v. UCBR, Pa. Comwth. CNo. 127 C.D. 2019, February 28, 2020).
