Opinion ID: 2080915
Heading Depth: 1
Heading Rank: 2

Heading: Hamilton

Text: The findings of fact made by the appeals tribunal of the Department of Employment Security and confirmed by the commissioner are these: (2) The claimant [director of construction for the employer, International Dairy Queen, Inc.] did not have a good working relationship with his supervisor, the Vice-President for facilities. (3) The claimant has recently had heart surgery and had been on a leave of absence for an extended period of time, returning in February of 1982. The claimant also has had other serious medical problems. The employer has always accommodated the claimant in any work restrictions that he had due to his medical condition. (4) On August 13, 1982 the claimant's supervisor was giving him a personnel evaluation. The possibility of the claimant having to work a twelve to fourteen hour day sometime in the future was discussed. The claimant mentioned that he might not be able to handle such hours with his condition. The claimant wanted to discuss the salary increase he could expect to receive. The supervisor told him he could not discuss it with him. The company policy is not to give the employee the specific figure until it is approved by higher management. The vice-president said something to the effect, I can do anything I want with you. The claimant became incensed and said F__k you, you son of a b . . .h.  (emphasis supplied.) The commissioner concluded: The claimant contends that he was provoked into the outburst which took place. We do not find that the record supports this contention. While the vice-president of facilities was clearly callous in telling the claimant that he could do anything he wanted with the claimant, the evidence demonstrates that the claimant was sufficiently aware that any actions undertaken by the vice-president of facilities would be reviewed by upper management. The claimant was certainly aware that he had avenues to appeal any action taken against him by his supervisor. The claimant's response in swearing at his supervisor was uncalled for and unexecuseable. The record does seem to demonstrate that the claimant has a temper and it is argued by the claimant that such an outburst should not amount to misconduct. We will not base our decision upon a question of whether an individual has a temper or not, such that those individuals who have a temper could be excused and those who do not, could not be. We fail to see how an employer could operate a business and allow employees to swear at their supervisors. This employment was not in a factory setting and there is no evidence to demonstrate that such language was in any way commonplace. While an individual may well become angry and frustrated, it is incumbent upon an employee to remain civil and conduct of the type demonstrated by the claimant is certainly in disregard of the standards of the behavior which an employer has a right to expect. We therefore concur with the Appeal Tribunal when it held that the claimant was discharged for reasons amounting to misconduct under the Minnesota Employment Services Law. (emphasis supplied). If we are to give persuasive effect to decisions of other jurisdictions, we should consider those decisions holding that the use of vulgarity or profanity toward supervisors is statutory misconduct. One, inferentially, is Avery v. B & B Rental Toilets, 97 Idaho 611, 549 P.2d 270 (1976), cited by the majority in its opinion in Windsperger. Although the Avery court concluded that there was no misconduct when an unhappy toilet cleaner blew his stack upon discovering a number of particularly dirty units, the court noted that [t]here was no evidence that [the employee] used vulgar or abusive language during the conversation. 97 Idaho at 615, 549 P.2d at 274. Brostven v. Beatrice Foods, Inc. and DILHR, No. 80-CVD-867 (Wis.Cir.Ct., Rock Cty., Nov. 26, 1980), involved the discharge of an employee who objected to and argued about a work assignment in the course of receiving the directive of his supervisor. The employee used abusive language, made an obscene gesture, and signed out 2 minutes early. The court stated that no employer should be required to tolerate such abuse or insolence and noted the need for complete cooperation and respect for authority for an organization to function properly. For other cases finding insubordinate misconduct for use of vulgarity or abusive language, see Olsgard v. Industrial Commission, 190 Colo. 472, 548 P.2d 910 (1976); Acord v. Labor and Industrial Relations Commission, 607 S.W.2d 174 (Mo.App.1980); Choute v. Ross, 60 A.D.2d 738, 400 N.Y.S.2d 907 (1977); Henry v. Unemployment Compensation Board of Review, 57 Pa.Cmwlth. 192, 425 A.2d 1210 (1981) ([the] choice of terminology, in itself, supports the finding that [the employee] was insubordinate. Insubordinate vulgarity constitutes wilful misconduct.). The conduct of this employee involved patently unacceptable language and an attitude totally out of place at any level of employment, not excluding high levels of management. Whether the language was heard by others or whether it was a single episode makes it no less unacceptable. Reversal of the commissioner undermines the state policy of using unemployment compensation reserves for the benefit of employees unemployed through no fault of their own. I would affirm.