Court Opinion

ID: 9748798
Source: CourtListenerOpinion
Date Created: 2023-08-27 16:13:27.479823+00
Date Added: 2024-06-11T07:25:39.464717
License: Public Domain

SILVESTRI, Senior Judge,
dissenting.
The majority analyzes the reasonableness of Employer’s request to Claimant for permission to speak to her surgeon and the reasonableness of Claimant’s refusal to grant permission. If Employer’s request was reasonable and Claimant’s refusal was not reasonable, a finding of willful misconduct may be made. Kretsch v. Unemployment Compensation Board of Review, 83 Pa.Cmwlth.Ct. 169, 476 A.2d 1004 (1984). Whether an employee has been discharged for willful misconduct is a question of law subject to review by this court. Waltz v. Unemployment Compensation Board of Review, 111 Pa.Cmwlth.Ct. 54, 533 A.2d 199 (1987). The referee and the Board found that Employer proved willful misconduct on Claimant’s part, and our scope of review is limited to determining whether an error of law was committed or necessary findings of fact are unsupported by substantial evidence. Kretsch.
*553I believe the majority has exceeded our scope of review, under the guise of reviewing the finding of willful misconduct as a question of law, by imposing its own interpretation of the reasonableness of Employer’s request rather than reviewing the record for substantial evidence to support the finding that such request was reasonable. Because I find that the record supports a finding that Employer’s request was reasonable, and, further, that Claimant’s refusal was unreasonable, I dissent.
The record contains, inter alia, Claimant’s application for employment and Employer’s pamphlet entitled “Employee Attendance Policy.” The majority finds that Employer’s application policy is not applicable to the situation here (op. p. 548-50) but proffers no reason for its determination. I disagree. The application contains an agreement which states:
If selected for employment, I understand and agree:
1. That I may be given a physical examination at the expense of the Company (where job requirements make it necessary) and that the physician’s report is to become a part of this application.
2. That I shall submit to a physical examination, at Company expense, at any time at the discretion of the Company; and that I shall be governed by the report of the examining physician and the opinion of the Company regarding my physical ability to perform the duties to which assigned at such time or any other duties that I may believe I am physically capable of performing.
(Employer’s exhibit 8) (Emphasis added.)
Claimant clearly agreed to submit to a physical examination, at any time at the discretion of Employer, and to be governed by the report of the examining physician. In the present case, Employer’s examining physician found Claimant’s condition to be normal but he desired to speak to Claimant’s surgeon in order to determine if there were complications resulting from Claimant’s surgery. (Referee’s Finding of Fact No. 11.) Since Claimant refused this request, Employer’s physician, based on his own examination and his findings therefrom, released Claimant for light duty work. I believe that Employ*554er’s request that Claimant be examined by a company physician was reasonable and was, in fact, agreed to by Claimant. Likewise, Claimant agreed to be governed by the report of the examining physician. The examining physician was not required to consult with Claimant’s surgeon before rendering his opinion as to Claimant’s condition, although he desired to do so in this instance.
In Employer’s attendance policy, it provides:
Recognizing that perfect attendance is not always possible, it is the employee’s responsibility to do the following:
Contact your supervisor (or designated person) as soon as possible in cases of personal injury or illness, or when you know you are going to be late for work. If you can’t personally contact your supervisor, have someone do it for you;
Make advance arrangements with your supervisor for absences for reasons other than personal injury or illness; Provide a statement from your doctor explaining the illness or injury when requested by your supervisor; and In the case of an extended absence, regularly report to your supervisor on your condition.
(Claimant’s exhibit 1.)
Here, Claimant followed the first requirement by informing her supervisor of her expected absence. The second requirement is inapplicable. The third and fourth requirements are applicable to Claimant’s situation. Claimant did provide two statements from her surgeon; however, the statements do not “explain the illness or injury.” The first statement explained simply “Barbara will be unable to return to work till after surgery recovery.” (Employer’s exhibit 2.) Dissatisfied, Claimant’s supervisor asked for a second statement on a company form. On that statement, item 3 states: “She will be totally disabled and prevented from performing the normal tasks of her job from_to_” upon which Claimant’s surgeon filled in the dates February 28, 19911 and April 22, 1991. *555(Employer’s exhibit 3.) The surgeon also indicated that Claimant could not perform light duty work. Employer questioned the six-week period and sought permission of Claimant in order to allow Employer to speak to her surgeon and to explain to her surgeon the nature of the light duty work they were offering to her. (N.T. p. 9.) Claimant refused to permit Employer to contact or speak with her surgeon. I disagree with the majority that Claimant “fully satisfied the dictates of the attendance policy” (op. p. 551) and the majority’s use of that determination as support for making findings contrary to those of the referee and the Board.
I believe the record supports a finding that Employer’s request was reasonable and that Claimant was unreasonable in her refusal to grant permission to Employer to speak to her surgeon regarding her condition, and I would affirm the Board.

. Claimant's surgery was performed on March 6, 1991; there was no explanation as to why Claimant was required to be off work between February 28 and March 6, 1991.