Recently, Attorney Murphy’s client, a former senior personal banker, received a favorable unemployment benefits decision. The unemployment office initially denied the claim because the former employer alleged the client committed misconduct. Attorney Murphy, however, established through direct and cross examination at the unemployment hearing that the employer could not prove the client actually committed the conduct at issue. The supervisor essentially admitted he did not take any immediate corrective action. Thus, Attorney Murphy harped on this lapse of disciplinary action to discredit the employer’s case such that the unemployment office found the client more credible, and ruled in favor of the client.
Attorney Murphy notes that micromanagement of employees can lead to unwarranted and unnecessary terminations because like in this case, the supervisor failed to understand the big picture: the company lost a loyal and hard-working employee.