If you've been terminated from your job in Ohio and are considering filing for unemployment benefits, one crucial concept you need to understand is "just cause" – and specifically, how the reason your employer gave for your termination affects your eligibility for benefits.

The Critical Rule: Your Employer is Limited to the Reasons They Stated

Under Ohio law, when the Unemployment Compensation Review Commission (UCRC) evaluates whether your employer had "just cause" to terminate you, they can only consider the reasons your employer actually gave at the time of your termination. This seemingly simple rule has profound implications for your unemployment claim.

The UCRC cannot consider any other justifiable reason beyond what your employer specifically stated as their reason for discharge. This means your employer cannot later change their story or add new reasons to justify your termination – they must stand by the original reasons they gave.

Why This Rule Matters to You

This limitation works in your favor as a claimant. If your employer terminated you for Reason A, but later realizes Reason B might have been a stronger justification, they're stuck with Reason A. The decision must stand or fall based on the original reasons the employer used for termination.

For example, if your employer fired you for alleged tardiness, but later discovers you may have violated another policy, they cannot use that newly discovered violation to deny your unemployment benefits. The UCRC must base its decision solely on whether the tardiness claims constitute just cause.

The Employer is "Estopped" from Changing Their Position

The legal concept of "estoppel" prevents employers from shifting their position after the fact. Once a hearing officer decides you didn't violate the policy cited in your termination notice, the employer (and the hearing officer) are estopped from asserting another reason to support a finding of just cause.

Evidence Must Exist at the Time of Termination

Another important protection for claimants is that the UCRC can only consider facts that existed when you were terminated. They cannot use evidence that came to light after your discharge to justify the termination. For instance, if an employee is discharged while under indictment, only the facts known to the employer at the time of discharge matter – not any subsequent conviction.

What This Means for Your Unemployment Claim

If you're facing an unemployment benefits denial, carefully review:

The exact reasons your employer gave for your termination
Whether those specific reasons, and only those reasons, constitute just cause under Ohio law
Whether the evidence supporting those reasons existed at the time of your discharge

Remember, your employer cannot:

Add new reasons after your termination
Change their story during the appeals process
Rely on evidence discovered after you were fired

Need Help with Your Unemployment Claim?

Understanding these legal principles is crucial to protecting your right to unemployment benefits. If you've been terminated and believe your employer is trying to change their reason for discharge or rely on after-the-fact evidence, it may be time to consult with an experienced unemployment attorney who can help ensure your rights are protected throughout the appeals process.

Ohio Unemployment Attorneys