A lawyer can help but is usually not encouraged by the system at this level. If the information in the initial notice is inaccurate to wages paid or dates worked, and the correct information disqualifies the claimant or reduces camp's liability, challenge it. Two or three times a year we are assigned claims for people we never even heard of. If you detect fraud by the applicant, you have a chance to prevail if you can prove it. If they put down too much in wages, never worked for you, or lie about the time period, they often get away with it as the state's computer is so far behind posting.
Many states just take the applicant's word.
The key is proving they are unavailable. If criminal behavior was the root of termination, you must show it is being prosecuted. However, old history is often irrelevant. In flagrant misconduct, which you feel the claimant intentionally committed hoping to be fired and then collect benefits, you have a basis for an appeal. But the burden of proof is on you the employer.