Do I need a lawyer for PA UC appeal after wrongful termination? Help!

You absolutely don't need a lawyer for a UC appeal hearing, though you can bring one if you want. I've been through two appeals (won both) representing myself. The key is PREPARATION. For your situation: 1. Gather any documentation showing the changing quotas 2. Any emails/texts about the new inventory system lacking training 3. Performance reviews (especially positive ones) 4. Any witnesses who can testify about the unreasonable expectations 5. Documentation about the safety violations you reported (this could show retaliation) The referee will give both sides a chance to speak and present evidence. Stay calm, stick to facts, and focus on proving their expectations were unreasonable or that you were doing your best to comply despite inadequate training/support. The employer needs to prove willful misconduct - you just need to create reasonable doubt about their claims.

lawyer is a waste of $$$$ i won my appeal by myself and so did my brother. just be HONEST thats what the referee wants to see. bring anything that proves ur side but dont lie cuz they can tell

I got fired for something similar and lost my appeal even without a lawyer!!! The system is RIGGED against workers!! My employer straight-up lied during the hearing and the referee believed them over me. Now I'm stuck with a $4,800 overpayment notice because I already received benefits before the appeal. HIRE A LAWYER if you can afford it!!! Don't make my mistake!!!

When is your hearing? Mine is next Tuesday and I'm freaking out too. I got fired for attendance but I had doctors notes for everything. My cousin said these hearings are super formal like real court???

PA UC appeals don't require attorneys, though you have the right to representation if you choose. The hearings are conducted by UC referees who understand not everyone has legal training. In your specific situation (changed productivity standards + inadequate training), focus on: 1. Establishing that you made good faith efforts to meet standards 2. Showing the employer failed to provide adequate training/resources 3. Documenting the frequent changes to expectations Willful misconduct requires DELIBERATE violation of employer rules or disregard for their interests. Simply not meeting changing quotas after inadequate training doesn't meet that standard. Make sure to follow the instructions on the Notice of Hearing exactly - especially about submitting evidence in advance. Wrongful termination involving safety complaints might constitute retaliation, which could be relevant, especially if you can show a clear timeline between your safety report and termination.

You can try calling PA UC directly to ask questions about the appeal process but good luck getting through lol. I spent 3 days trying to reach someone about my appeal last year and kept getting busy signals or disconnected after waiting an hour+. Eventually used this service called Claimyr (claimyr.com) that got me through to a rep in about 20 minutes. They have a video showing how it works: https://youtu.be/CEPETxZdo9E?si=WL1ZzVZWG3KiHrg2 The UC rep explained exactly what documentation I needed and how to present my case. Way better than going in blind. I ended up winning my appeal without a lawyer.

I'm a former HR manager (not a lawyer). Here's my take: PA unemployment appeals for misconduct cases hinge on whether the employer can prove you INTENTIONALLY disregarded their policies. For performance-based terminations like yours, employers often struggle to prove willful misconduct if they can't show you deliberately underperformed. Key points for your appeal: 1. Performance issues generally don't qualify as willful misconduct unless they show you deliberately performed poorly 2. Changing standards multiple times works in your favor - shows inconsistent expectations 3. Lack of proper training undermines their misconduct claim 4. If you can show you were trying your best despite challenges, that contradicts "willful" misconduct During the hearing, let the employer present first. They have the burden of proof. Then calmly explain how you attempted to meet standards despite inadequate training and constantly changing expectations. Your safety complaint timing could suggest retaliation - mention this but focus primarily on the performance issues. Most people represent themselves successfully. Be organized, professional, and stick to relevant facts.

wait are these hearings in person or on phone now? i got something saying mine might be on zoom but im not sure cuz the letter was confusing

Update: I just reviewed my determination letter more carefully, and it specifically says I was denied because I "demonstrated careless disregard for employer standards through repeated failures despite warnings." But here's the thing - I only received ONE written warning about productivity, and that was right after they changed the system! Does this help my case? It seems like they're claiming there were multiple warnings when there wasn't.