By Payroll and Entitlements Editorial Staff
The claimant was terminated after he signed a subordinate's name to a sales contract. The Board, in denying benefits, determined that although the claimant testified that he had obtained permission from his subordinate before signing her name to the contract, the employer presented ample evidence showing that there was never a situation where an employee can sign on someone else’s behalf. The court, affirming the Board’s decision, found that substantial evidence supported the finding that the employer had written policies prohibiting the falsification of documents and that the claimant was aware of those policies (Mark D. Callahan v. UCBR, Pa. Comwth. Ct. (Unpub. Op.), No. 513 C.D. 2020, March 8, 2021).
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