Discharge For Misconduct From Base Period Employer
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FAQ
An individual's failure to perform properly or neglect of duty is wilful and misconduct if he or she intentionally, knowingly, or deliberately fails to perform, or performs in a grossly negligent manner, or repeatedly performs negligently after prior warning or reprimand and in substantial disregard of the employer's ...
An individual must be processed for separation when misconduct resulted in, or had the potential to result in, death or serious bodily injury. (The Navy cites examples such as homicide, arson, armed robbery, as well as spouse and child abuse.)
While both terms relate to ending employment, the main difference between wrongful termination and constructive discharge is the person who ends the employment relationship. In constructive discharge cases, the employee terminates the relationship, whereas in wrongful termination cases, the employer ends it.
Basically, the law says that you must do something purposefully to harm or potentially harm your employer. For example, if you purposefully break a rule or if you acted carelessly many times, you may be found to have been discharged for misconduct.
Other employee misconduct examples are highly offensive behaviors, like making verbal and physical threats of violence, bullying, sexual harassment, and stalking. These all warrant immediate dismissal from employment. Organizations in many industries consider intentional breaches of confidentiality gross misconduct.