Opinion ID: 2301134
Heading Depth: 2
Heading Rank: 1

Heading: Insufficient Factual Findings

Text: The ALJ's conclusion that Scott was discharged for gross misconduct rests on the determination that she disregarded a standard of behavior to which BRA reasonably expected her to adhere in connection with its investigation of the March 20 incident of client-on-client abuse. The ALJ arrived at that determination, however, without making necessary findings of fact on material issues in dispute. Specifically, the ALJ did not make sufficiently specific findings as to either (1) the standard of behavior that Scott allegedly disregarded and how she disregarded it, or (2) whether Scott's non-compliance with the standard was knowing and intentional. Absent those key findings, we cannot uphold the determination that Scott was discharged for misconduct (either gross or other than gross). [25] To begin with, the ALJ made no findings as to exactly what standard of behavior or duty Scott allegedly disregarded or exactly how she did so. As to the standard or duty, the ALJ found only that BRA was required to initiate and complete an investigation into any type of abuse within five days of the incident, that an employee's failure to cooperate during an investigation was grounds for termination, and that [t]his information was communicated to all employees during training. Almost paradoxically, however, the ALJ also found that BRA presented no evidence concerning the specific rules and policies against which it evaluated Scott's behavior. The important point is that, in the absence of such specificity, the ALJ made no findings as to precisely what cooperation was reasonably expected from Scott. BRA claimed that she should have come in for her interview at Jackson's direction within five days of the incident under investigation, i.e., by March 25, because it needed to complete its investigation by then. But was Scott reasonably expected to do so even when neither Jackson nor anyone else told her that her interview had to be conducted by that date, and Jackson simply left it up to Scott to get back to her at some unspecified point to reschedule the interview after the family emergency required Scott to postpone it? Especially given that Scott already had submitted a written report on the incident, and that she was not the only witness to it, was she supposed to know that BRA could not complete its legally-required investigation in five days without receiving more information from her? The record is silent as to what, if any, additional information BRA sought from Scott, whether Jackson told her that additional information was needed, or whether Scott knew she had more relevant information to provide. The ALJ resolved none of these issues. Without a clear finding as to the relevant workplace standard or duty against which Scott's conduct properly was measured, we cannot affirm a determination of misconduct for disregarding it. [26] Relatedly, the ALJ did not make a clear finding as to the precise nature of Scott's misconduct. All the ALJ found was that Scott called Jackson on March 23 and told her she could not come in that day because she had a family emergency (the genuineness of which was not disputed); that Scott told Jackson she would call to reschedule; that Scott called Jackson and left a message for her on March 28; that Scott and Jackson did not speak again until April 28 (when Scott was terminated); and that Scott never did come in to work for the interview. But in what respect did Scott disregard her obligations to BRA? The final order does not say. Was it by cancelling her appointment on March 23? It would be problematic to call that misconduct absent a finding (which the ALJ did not make) that there was no emergency to justify postponing the interview. [27] Was it simply Scott's failure ever to arrange and come in for an interview? That also would be a problematic determination, given Scott's undisputed testimony (not addressed by the ALJ) that she made repeated calls to set up an interview at BRA and, when those calls were ignored, gave a statement to the DDS. Most likely, the ALJ perceived that Scott disregarded her obligations to BRA by failing to call Jackson back and come in for an interview on or before March 25. But Scott denied knowing she had to come in for her interview within five daysa denial no witness expressly refuted. Absent such awareness on her part, Scott did not knowingly disregard her duty, and her failure to come in or call by March 25 (or any specific date) could not have been intentional. Hence it could not be found to have been misconduct of any kind. [28] Yet the ALJ made no finding that Scott possessed the requisite knowledge and intent; the finding that all BRA employees were informed as part of their training that investigations of abuse needed to be completed within five days did not suffice to answer the more specific question of what Scott understood regarding the need for her interview in this particular case. Without making specific findings that she knowingly and intentionally disregarded the five-day requirement (and that she did so without a valid excuse), the ALJ had no basis for a determination that Scott committed misconduct. [29]