In December 1993, he was reduced to 32 hours per week, working Tuesday through Friday. The employer discharged the employe during his work shift on January 24, 1994. The commission found that the discharge was for misconduct. A finding that absences are due to baby-sitting problems and illness of his children does not mean that they were for good reasons. The commission can reasonably conclude that failure to make adequate child care arrangements is misconduct.
Proper planning can alleviate transportation problems.
The employe was warned about his attendance. He was aware of the need to work 40 hours per week. His failure to work as scheduled was for reasons within his control. Evidence which was not submitted at the hearing cannot be added to the record before the court. The commission's decision is affirmed.