By Payroll and Entitlements Editorial Staff
The claimant met with his supervisor to discuss his conduct at work. After the meeting ended, the claimant was asked to leave for the day. Instead of leaving immediately he lingered, speaking with a coworker. The claimant’s supervisor again asked him to leave, after which the claimant began acting aggressively towards the supervisor. The supervisor then terminated the claimant. He was denied benefits. The claimant alleged that he was fired in retaliation for making complaints to labor law enforcement. The Board disagreed, finding that the employer presented sufficient evidence to show cause for termination because of disqualifying misconduct. Based on evidence of the claimant acting aggressively even when asked to stop and leave, the court agreed that sufficient evidence was presented to deny him benefits (Gregory J. Hansen v. FedEx-Ground Package System, Inc. and UIAB, Del. Super. Ct., No. N19A-09-001 CLS, February 7, 2020).
