Can PA UC disqualify you for 'theft of time' from an accidental timesheet error?

This exact thing happened to me at a factory job in Allentown!!! They called it 'time theft' too and fired me over a 15-minute discrepancy that was literally just me forgetting to clock back in from break. The UC people initially DENIED my claim saying I was fired for 'willful misconduct' but I appealed and WON. You need to be ready to prove it wasn't intentional at your appeal hearing. Do you have any evidence that shows it was just a mistake? Any witnesses? Previous good timekeeping records?

The key issue here is whether your actions constitute 'willful misconduct' under PA unemployment rules. A single timesheet error, especially if it was genuinely accidental, typically would not rise to that level. The burden is on your employer to prove you deliberately falsified your timesheet with the intent to defraud them. When you receive your Notice of Determination, read it carefully. If denied, you have 15 days to file an appeal. During the appeal hearing, emphasize: 1) Your clean work history, 2) That this was an isolated incident, 3) That you made an honest mistake without fraudulent intent. Employers often don't show up to these hearings, which works in your favor.

I think ur overthinking this. One small mistake on a timesheet is hardly theft! UC isn't gonna deny u for that unless ur employer can prove u were doing it regularly or somethin. Just be honest when u file and explain exactly what happened.

After trying for TWO WEEKS to get through to someone at PA UC about my own misconduct issue (was late 3 times in one month, got fired), I finally discovered Claimyr and it was a total game-changer. Got connected to an actual UC rep in under an hour! They helped me explain my side of the story and my claim was approved the next day. Their video demo shows exactly how it works: https://youtu.be/CEPETxZdo9E?si=WL1ZzVZWG3KiHrg2 - saved me so much stress compared to calling the regular number and getting busy signals all day. The website is claimyr.com if you need to talk to someone about your case.

This is why I HATE at-will employment in PA. Companies can fire you for the tiniest mistake and call it whatever they want! "Theft of time" sounds way worse than "made a 30-minute error on timesheet" but they use these big terms to try to block your benefits. The whole system is designed to protect employers not workers. I got fired once for "unauthorized computer use" which was literally just checking my personal email during lunch break. UC still approved me though because it wasn't willful misconduct.

Based on what you've described, you should qualify for benefits, but be prepared for potential challenges. Here's what you need to know about PA UC and misconduct cases: 1. For a misconduct disqualification, your employer must prove your actions were deliberate and against their interests 2. A single timesheet error, if truly accidental, typically doesn't meet the willful misconduct standard 3. Prepare documentation showing your good work history and any evidence that supports it was an unintentional error 4. If denied, appeal immediately - many initial denials are overturned on appeal 5. In your claim filing and any communications, be consistent about the facts and emphasize it was an unintentional error Don't panic - many employers claim misconduct but fail to provide sufficient evidence during the UC determination process.

did u sign anything when they fired u?? be careful because sometimes HR makes u sign things that look like standard exit paperwork but actually say ur admitting to the policy violation!! happened to my brother-in-law and they used it against him in his unemployment hearing

Just wanted to update you - I remembered another thing that helped win my case! The UC referee asked my employer if they had any proof that I wasn't actually working during the 15 minutes in question. They couldn't prove I wasn't there working (because I was!) so that really helped my case. If your coworkers saw you working during that 30-minute period, that could be super important evidence!

One final piece of advice: when you're completing your weekly certifications while waiting for a determination, make sure you answer all questions accurately and consistently with your initial claim. Contradicting yourself between your initial claim and weekly certifications can create additional issues. Also, continue to meet all work search requirements (applying to at least two jobs per week and completing one work search activity) and document everything carefully. This won't affect the misconduct determination, but it ensures you don't have any other issues with your claim.