Tennessee Credit Union v. Wanda Powell
Case Details
- Judge(s)
- Presiding Judge Frank G. Clement, Jr.
- Status — whether other courts must follow this ruling
- Published
- Procedural Posture — the stage the case had reached
- Appeal of employer's Petition for Judicial Review of Department of Labor and Workforce Development decision; affirmed by chancery court and upheld on appeal
Related Laws
No specific laws identified for this ruling.
Outcome
Court affirmed the Department of Labor's decision that the employee's unauthorized use of employer's instant message system for personal chatting constituted a good faith error in judgment rather than misconduct, making her eligible for unemployment benefits.
Excerpt
This is an appeal of an employer's Petition for Judicial Review, which challenged a ruling by the Tennessee Department of Labor and Workforce Development that the employer's former employee was entitled to unemployment benefits. The employer contended the employee was ineligible for benefits because she was terminated for "misconduct," as defined in the Tennessee Employment Security Act, for violating a policy known to the employee by using the employer's property for a non-businessrelated purpose. The Department found that the employee's frequent use of the employer's internal instant message system to "chat" with co-workers was an error in judgment or discretion but did not rise to the level of "misconduct," which Tenn. Code Ann. § 50-7-303(b)(3) defines as excluding "good faith errors in judgment or discretion." The chancery court affirmed the agency's decision. The employer appeals, contending the "good faith exception" never applies when an employee is discharged for violating an employer's policy or rule. The Department counters, insisting the good faith exception applies regardless of the employer's reason for termination. Construing the statute according to the natural, ordinary meaning of the language chosen by the legislature, we have determined that an employee's violation of an employer's policy that is due to good faith errors in judgment or discretion does not constitute "misconduct" as that term is defined in Tenn. Code Ann. § 50-7-303. Accordingly, we affirm.
What This Ruling Means
This summary was generated to explain the ruling in plain English and is not legal advice.
Similar Rulings
Plaintiff brought claims against Knox County and the County Clerk based on allegedly discriminatory employment practices. The trial court determined that Plaintiff committed serious discovery violations and imposed as a sanction the exclusion of certain evidence. With this evidence excluded, the trial court granted summary judgment to the Defendants. Plaintiff appeals, challenging the discovery sanction, the trial court's conclusion under the Tennessee Human Rights Act that the continuing violation doctrine did not apply, the trial court's conclusion that the Clerk was not individually liable, and the award of attorney's fees against the Plaintiff and her attorney. We affirm.
Browse Related
Facing something similar at work?
Court rulings like this one are useful, but every situation is different. Take 2 minutes to see which laws may protect you — it's free, private, and no account is required to start.
This ruling information is sourced from public court records via CourtListener.com. Case outcomes, claim types, and summaries are extracted using AI analysis and may be incomplete or inaccurate. It is provided for informational and educational purposes only and does not constitute legal advice.
See something wrong, or named in this ruling and want it corrected or redacted? Request a correction.