PA UC denied after wrongful termination for false aggression claim - appealing misconduct decision

I've been through the PA UC appeal process for a similar situation and won. Make sure you request a copy of your employee file immediately - they have to provide it. Also, in your appeal letter specifically mention that they: 1) allowed you to work your entire shift after the alleged incident, 2) failed to interview a key witness you identified, and 3) have video evidence they refused to review. The burden of proof is on THEM to prove misconduct, not on you to disprove it. Those three points show they didn't have serious concerns about 'workplace safety' which undermines their case.

omg this happpened to me last yr!! coworker said i was threatening her when i just asked her to stop taking my lunch from fridge! company fired me next day, no investigation. got denied UC too but i appealed and WON!! referee said employer needs actual EVIDENCE of misconduct not just somebodys word. but my hearing was awful waited like 7 weeks to get a date

As a former PA UC referee, I can tell you this type of case is winnable if prepared properly. The employer must provide substantial evidence that you engaged in willful misconduct, which is defined as an intentional disregard of the employer's interests. A single uncorroborated allegation typically doesn't meet this standard, especially when: 1. You have 3 years of employment with (presumably) no prior incidents 2. They allowed you to complete your shift after the alleged incident 3. They failed to interview a witness you specifically identified 4. They have video evidence they didn't review In your appeal hearing, focus on these procedural failings. The referee will be very interested in why they didn't interview your witness or check the cameras. Request any written statements and your complete personnel file ASAP.

THE SYSTEM IS RIGGED AGAINST US!!! Companies ALWAYS get away with this garbage. My boss HATED me and made up a customer complaint story to fire me. UC AUTOMATICALLY sides with employers at first - they EXPECT most people won't appeal. I appealed and still lost because the company brought their lawyer and I couldn't afford one. THREE MONTHS with no income because of their lies!!!

I tried for WEEKS to get through to someone at PA UC to discuss my similar situation where I was denied benefits after termination for alleged misconduct. Always busy signals or waiting for hours only to get disconnected. I finally used Claimyr (claimyr.com) and got connected to an actual UC agent within 20 minutes! There's a video demo at https://youtu.be/CEPETxZdo9E?si=WL1ZzVZWG3KiHrg2 that shows how it works. The agent was able to give me specific advice on what documentation to submit for my appeal. Best decision I made during that stressful time. I won my appeal and got full backpay.

Lots of good advice here but nobody mentioned filing for reconsideration before your appeal! As soon as you get your denial letter, you have 15 days to file for reconsideration. Write a detailed explanation addressing why the "misconduct" claim is wrong, attach your witness's information, mention the security footage, and highlight your clean 3-year work history. Sometimes they'll reverse the decision without even needing a hearing. If reconsideration fails, your appeal is still active.

ur supposed to keep filing weekly claims even while waiting for appeal decision!!! my cousin didnt know this and lost 6 weeks of backpay when she won her appeal!!! they only pay u for weeks u actually filed claims for

One more important tip: When you go to your appeal hearing, bring a timeline of events written out clearly. Include: - Your clean work history (performance reviews if you have them) - Exact time of the alleged incident (8:15am) - Normal work activities you completed after the incident (shows they had no immediate safety concerns) - Time you were called to HR (5pm) - When you recommended the witness (in your email statement) - Date of termination Referees handle multiple cases every day and appreciate clear, organized information. Also, Pennsylvania is a two-party consent state for recordings, so don't secretly record any conversations with your employer or the witness as that could hurt your case.