EXAMPLE 1. A, an official of a local bank, is arrested and convicted for theft. The bank's business reputation is damaged. This would be so even if the theft was not from the bank and committed during off-duty hours. On the other hand, the off-duty theft by a janitor of this same bank would have little effect on the bank's reputation and public trust and confidence in this bank.
A discharge of the bank official would be for misconduct connected with the work. A discharge of the bank's janitor would not be for work-connected activity.
EXAMPLE 2. B, a pharmacist, was arrested at B's home for the illegal possession of various drugs. When B disclosed to the employer that the arrest was valid because B had possessed such narcotics, the employer discharged B.
B's discharge is for misconduct connected with B's job because it tended to injure the interests of the employer and there was a substantial breach of the duty owed by B to the employer. B knew, or should have known, the laws governing the possession of narcotics and B's responsibility as a dispenser of drugs and narcotics upon prescription. B's role as a registered pharmacist required that B not engage in any activity which would lessen the public faith and confidence in the employer's pharmacy.
EXAMPLE 3. C, a janitor, was arrested during C's off-duty hours for drunk driving. Upon returning to work, C was discharged.
C's discharge is not for misconduct connected with C's most recent work. There was no duty owed to the employer's interests.
EXAMPLE 4. D was a camp counselor for youth camps. The employer had warned D to avoid conduct which might reflect on D's qualifications to guide youth. The employer discharged D because of adverse community reaction and protests to D's frequent patronage of a pornographic retail sales outlet.
D's discharge is for misconduct connected with the work since the employer's interests in a favorable business reputation were injured by D's off-duty conduct.
EXAMPLE 5. E, a professional tennis athlete, had agreed with the employer, who had engaged E's exclusive services, not to engage in hazardous participation in contact sports activities. The employer discharged E when E engaged in rough-and-tumble football.
E's discharge is for misconduct connected with the work since the employer's interest in E's unique athletic services was seriously affected by E's off-duty conduct, even though no injury to E in fact occurred.
EXAMPLE 6. F was hired by Taxi Cab Company X. F was stopped for a traffic violation while driving on duty and cited by a police officer. Company X found that F had been drinking prior to the traffic violation and discharged F. Shortly after, F was hired by Taxi Cab Company Y. In the first week with Company Y, the police department revoked F's probationary driver's permit. Company Y then discharged F since F lacked a permit to drive a vehicle.
F's discharge by Company Y is not for misconduct connected with F's most recent work since the misconduct occurred while employed with a prior employer, Company X. (Note: Although there is no discharge for misconduct, F's actions raise an issue of "constructive voluntary leaving" from the last job with Company Y without good cause. See Section 1256-1 of these regulations.)
EXAMPLE 7. G was expelled from the union after another union member filed charges against G. Under the provisions of the existing collective bargaining agreement, the employer discharged G.
G's discharge is not for misconduct connected with the most recent work since it was caused by difficulty between the union and G and was not a breach of a duty owed to the employer.
NOTE: Although the example is not a discharge for misconduct, a "constructive voluntary leaving" issue exists. See Sections 1256-1 and 1256-41 of these regulations.)
EXAMPLE 8. H while at work started an argument with H's supervisor, a union official, concerning union policies. H struck and injured the supervisor, without provocation. The supervisor was unable to continue working and left work. The union promptly expelled H. Under the provisions of the collective bargaining agreement, the employer discharged H.
H's discharge is for misconduct connected with the most recent work, since the employer's interests in orderly work behavior and discipline are damaged and H would have been discharged for the violation had not the discharge been required under the collective bargaining agreement.
Any standards of behavior which the employer has the right to expect, or any duty or obligation owed the employer by the employee, continue during the trade dispute.
EXAMPLE 9. During a strike called by J's labor union, J threw rocks at nonstriking employees as they entered and left the premises. Upon completion of the strike the employer denied reinstatement to J.
J's discharge is for misconduct because J's acts were designed to interfere and annoy the nonstriking workers and thus interfere with the employer's operations. The conduct was not excused by the trade dispute.
Cal. Code Regs. Tit. 22, §§ 1256-33
2. Amendment of subsection (d) filed 1-28-82; effective thirtieth day thereafter (Register 82, No. 5).
Note: Authority cited: Sections 305 and 306, Unemployment Insurance Code. Reference: Section 1256, Unemployment Insurance Code.
2. Amendment of subsection (d) filed 1-28-82; effective thirtieth day thereafter (Register 82, No. 5).