Yes, absolutely mention both of those points! Inconsistent enforcement of rules and lack of progressive discipline are both factors that can help your case. PA unemployment referees often consider these elements when determining if there was actual misconduct. Document the names of coworkers with similar or worse attendance who weren't fired if you can. The more specific details you can provide, the stronger your case will be. Best of luck with your hearing!

Congratulations Cole! This is such fantastic news and really inspiring for anyone else going through the appeals process. Your case is a perfect example of why documentation and preparation matter so much - having those text messages about bus delays and knowing the exact company policy made all the difference. It's also great validation that the system can work when you present the facts clearly. Enjoy getting those back benefits and I hope your job search goes smoothly from here!

. We recently changed to an app to keep our time. When working offside you just use the punch in button and your location on ur phone proving you are there allows you to clock in. My app didn't have that and the mobile app was a mess so I was encouraged to do it at main hospital. I was sent a message saying do your time I am about to submit it. I looked at my schedule and just put the time I was scheduled. It was an HOUR difference but her showing my text and not giving context about how I was scared of them treating me like shit bam...fired

Should I bother appealing? I loved my job I have been there for two years and that was my end goal. To be there. I would never risk my job for 20.57 I made in that hour. When I explained during the meeting out of nowhere he asks why I talked shit about my supervisor to this coworker and why it took me 40 mins to get there when it took 15 max. I explained I was helping her. He said he had someone who watched me sit in my car for 20 minutes but first said I was shit talking. It was hostile and I barely said a word other than I panicked when driving here that Dan would treat me like shit and tell everyone I was late I just had a meeting with my bosses for not being able to call in that i was late cause a huge storm put 3 trees down in my driveway. No biggie just spoke to them and also told them I've been having a hard time in my personal life lately and I hope they know how much I care about this job and I apologize if I seem off or anything. They thanked me and said they love having me and praised me. Now this hr guy is saying my performance is bad? It was an ambush. This girl also has taken 3 or 4 other people to HR and they have the union behind them saving them I didn't. We just started keeping our own time. I am trying to win the appeal by proving that termination was an extreme measure to take for an employee who was praised just days prior. Removing me from working offsite, different shift, and probationary period. I would have done ANYTHING to keep my job. And not only that but the girl got lucky that I was sent a message saying add your time and I did it based off my schedule not even thinking. Her job is to look them over see if there are discrepancies and to ask us before submitting. She didn't do that. Also if an employer doesn't hold everyone to the same standard or doesn't follow their own policy. We were sent an email saying they haven't been giving tarsies out but it's gotten so bad they might start. So they definitely pick and choose. Anyways that's all the details. The only thing left out is that I went to the HR guy crying because this one coworker was so cruel and he said it's not my fault people don't like you and asked me to leave. I was asking his advice on what to do if he could have us sit together and figure out the problem. He also showed up to drunk under a false name when he should've been working. Not breaking any health info laws I was told this by someone randomly a few days ago. OK anyways thanks guys. Am I wasting my time or not? I became a single mom to my two kids a week prior to losing my job so I need this money until I find a job

I'm sorry to hear about everything you've been going through - dealing with serious health issues and domestic violence while trying to navigate unemployment appeals is incredibly difficult. While I don't have direct experience with PA unemployment hearings, I wanted to offer some thoughts that might help. The fact that your employer didn't show up could actually work in your favor, as they won't be there to present their side of the case. The medical documentation you've submitted sounds comprehensive - x-rays, bloodwork, and medical records should help establish that your absences were due to legitimate health issues beyond your control. For unemployment purposes, "misconduct" typically requires willful or deliberate behavior. If you can demonstrate that your absences were directly caused by documented medical conditions, that's generally not considered misconduct. The domestic violence situation you mentioned could also be relevant, as many states recognize DV as a compelling reason for work-related issues. Have you considered reaching out to a local legal aid organization? They sometimes have attorneys who specialize in unemployment cases and could review your documentation. Also, if you haven't already, make sure you're prepared to clearly explain the connection between your medical conditions and your absences during any follow-up proceedings. Wishing you the best outcome - you've clearly put together a strong case with all that documentation.

I've been a hearing referee in PA for several years and want to reassure you that we are trained to identify inconsistencies between written documentation and verbal testimony. When an employer's hearing testimony contradicts their own contemporaneous records, it raises immediate red flags. The disciplinary write-up you have will be given significant weight because it was created at the time of the incident, not months later when preparing for a hearing. My advice: 1) Submit all evidence through the portal at least 48 hours before your hearing, 2) During testimony, remain factual and unemotional, 3) When referencing your evidence, be specific: "As documented in the disciplinary notice dated [X], the only language mentioned is [Y]", 4) Let the inconsistencies speak for themselves - don't accuse anyone of dishonesty. The burden is on the employer to prove willful misconduct, and contradicting their own documentation makes that very difficult. You're in a much stronger position than you realize.

I just wanted to add one more thing that might help ease your nerves - I went through a PA UC hearing 6 months ago where my employer claimed I was "verbally abusive and used profanity" but their own incident report only said I was "argumentative." The referee literally said during the hearing "I'm noting a significant discrepancy between the written documentation from the date of incident and today's testimony." I won my case immediately. The fact that you have that write-up is honestly like having a smoking gun in your favor. PA referees see employers try to embellish stories ALL the time, especially when they realize their original documentation might not be strong enough for willful misconduct. Just remember - they fired you based on what's in that write-up, not based on things they're claiming now. If the additional allegations were true and serious, why weren't they documented? That's the question that will be running through the referee's mind. You've got this!

I haven't personally received a Saturday deposit on my Money Network card, but from what I've seen in other posts here, it seems pretty rare. Most people get their deposits on weekdays, usually Tuesday through Thursday. The timing can depend on when you certify and if there are any holidays affecting processing. You might want to check your payment history in the UC dashboard to see if there's a pattern to your usual deposit days. Has your deposit been delayed this week, or are you just wondering about weekend processing in general?