If there were any rules prohibiting what you did, especially anything written in a training manual, employee handbook, or the like, and you violated those rules, then would have been fired for cause and would not be eligible for unemployment. Employees who violate employer rules and policies may be fired for cause; and if you are fired for cause, you do not receive unemployment compensation.If there were no written or explicit rules, but what you did goes against general work expections, then it *may* be that you were properly fired for unemployment--but an argument can also be made that you should not have been fired for cause since there was no nothing definite, just vague expectations, so you did not in fact violate company rules or policies. If you do not receive unemployment, then it would be worthwhile appealing that decision to the unemployment board.