Surely Attitude is Not Everything
Having a bad attitude in the workplace can mean more than just being in a bad mood. While a bad mood may not be a good reason for firing an employee, a bad attitude might be. So where is the line between these two, and what is an employer entitled to in the workplace?
Aren’t I Entitled to Benefits?
Oklahoma provides unemployment benefits to qualified people who have lost their job through no fault of their own and who continue to meet eligibility requirements. Not everyone is entitled to benefits.
If you were fired for misconduct you may not be entitled. And if you voluntarily quit, you may not be entitled. But these decisions turn on a number of facts in any case, and cases are decided on a case-by-case basis. If you have questions, you should bring them to an Oklahoma Unemployment Expert.
When Bad Attitude Crosses Into Disruption
An employer is entitled to a pleasant and cooperative workplace. A workplace filled with disruption and a low sense of morale is not a good or productive work environment. To that end, a bad attitude that results in continual disruption, or which causes other employees to experience a sense of low morale is sufficient grounds for termination. Or, if the employee acts in a generally uncooperative manner, this is sufficient grounds for terminating an employee. It is not the attitude per se that is problematic. It is the actions that go along with the attitude. For instance, an employee who continually spreads gossip and rumors or one who constantly complains but will not follow an outlined grievance procedure may cross the line into actionable disruption in the workplace.
Agitation of Other Employees
One of the reasons that rumors and gossip are so toxic to a productive workplace is that they agitate other employees and work production suffers in that kind of environment. In a case where an employee spread offensive rumors about her co-workers, the employee refused to stop spreading rumors as she believed them to be true. She was discharged and benefits were denied. The employee’s behavior was found to be improper and in substantial disregard of her employer’s interests. (Liggins v. OESC, Bd of Rev, City of Tulsa et al., CJ-87-05057 – Tulsa Co. D. Ct. 8-3-87).
Merely an uncooperative attitude, however, may not be enough for a denial of benefits. For example, in a case in which an employee was told she was being fired for poor work habits and attitude, with no other explanation given, benefits were allowed. The employee denied any problems and was given no warnings and the employer did not show enough evidence of misconduct. (90 AT 7515 BR)
In contrast, an employee who refused to cooperate with an investigator at the workplace who was investigating a candy machine burglary was denied benefits. The employee was given a certain amount of time to contact the investigator. The employer’s request was reasonable and the employee refused to cooperate. (81 BR 1228)
So many of these cases turn on seemingly small facts. If you are seeking benefits or feel that you were wrongfully discharged from your employment, it is vital that you bring your case to an experienced Tulsa unemployment lawyer. Your lawyer can advise you on the particulars of your case.
Free Legal Consultation With An Experienced Oklahoma Unemployment Attorney in Tulsa
We will work for you and protect your benefits to the best of our ability. To set up your free consultation with the Oklahoma Unemployment Experts attorney’s office, call (918) 923-3776, or click the button below to sign up for a no-obligation unemployment consultation now.