Court Opinion

ID: 9693351
Source: CourtListenerOpinion
Date Created: 2023-08-25 16:38:22.891895+00
Date Added: 2024-06-11T18:19:45.413565
License: Public Domain

SNELL, Judge.
This case concerns whether petitioner, a Quik Trip store manager, was legally denied unemployment benefits for using vulgar language that constituted misconduct. The incident that triggered his discharge occurred sometime after 6:00 a.m. at the store. The company auditor had been working all night on an inventory when petitioner arrived for work about 6 a.m. A Pepsi vendor friend came in, noticed the auditor and asked petitioner what he was doing there again since petitioner’s store had been inventoried the day before. The petitioner responded, “The stupid motherfuckers in the office just can’t get their head out of their ass, they don’t know what’s going on.” The auditor heard the *736remark, although he was some forty feet away at the back of the store, the farthest point from the cash register where petitioner was standing. Two other people, customers, were in the store and were closer to petitioner than the auditor.
Petitioner was discharged for “talking that way to customers and vendors we deal with.” The Job Service Appeal Board denied petitioner’s application for unemployment benefits on the ground he was guilty of misconduct. The district court reversed.
The principles with regard to our review of administrative decisions are set forth in Gipson v. Iowa Department of Job Service, 315 N.W.2d 834, 836 (Iowa Appeal 1981). The laws for application here are section 96.5(2)(a) (Iowa Code 1981) and 370 I.A.C. 4.32(l)(a). The agency rule states:
Misconduct is defined as a deliberate act or omission by a worker which constitutes a material breach of the duties and obligations arising out of such worker’s contract of employment. Misconduct as the term is used in the disqualification provision as being limited to conduct evincing such willful or wanton disregard of an employer’s interest as is found in deliberate violation or disregard of standards of behavior which the employer has the right to expect of employees, or in carelessness or negligence of such degree of recurrence as to manifest equal culpability, wrongful intent or evil design, or to show an intentional and substantial disregard of the employer’s interests or of the employee’s duties and obligations to the employer.
(emphasis added). We focus on the underlined language.
At the hearing petitioner initially allowed “it could be highly possible” he said the specific words attributed but later equivocated that it was his word against the auditor’s. The Pepsi vendor said no vulgar language was used in front of any customer and one of the customers stated that he failed to remember hearing the statements.
At a manager’s meeting two or three weeks before the store incident, petitioner made derogatory statements to other people to see if they would get back to his supervisor. They did, and were considered not very respectful by the supervisor. Petitioner was counseled at this time by his supervisor who felt petitioner degraded everyone but himself. The day before the store, incident, this supervisor talked to petitioner for about an hour concerning his conversations to other employees. Petitioner was then told he should be very careful in his communications with other employees because sometime he would say something that could result in his termination of employment.
The agency’s interpretation of misconduct as reflected by I.C.A. 4.32(l)(a) was approved by the supreme court in Huntoon v. Iowa Department of Job Service, 275 N.W.2d 445, 448 (Iowa 1979). In applying this standard to the facts, the appeal board found that petitioner’s actions were clearly misconduct. Although the trial court noted that this conclusion was not further explained, that flaw is not decisive.
Our task is to review the record as a whole to determine if the agency’s decision is supported by substantial evidence and comports with the applicable rules of law. Cook v. Iowa Department of Job Service, 299 N.W.2d 698, 700 (Iowa 1980) While the court is not bound by the agency’s interpretation of the law, it may give great weight to its conclusions, deferring to its expertise. American Homes Products Corp. v. Iowa State Board of Tax Review, 302 N.W.2d 140, 142 (Iowa 1981).
From our review we find that misconduct is established by petitioner’s actions as being conduct evincing such willful or wanton disregard of an employer’s interests as is found in deliberate violation or disregard of standards of behavior which the employer has the right to expect of employees. Petitioner was specifically warned the day before about his past conduct and was put on notice that such conduct in the future could result in his dismissal. We do not find it fatal that specific directions as to the type of conduct proscribed were not given. We conclude the agency’s decision is *737entitled to be upheld and the district court erred in deciding that misconduct was not shown as a matter of law.
REVERSED AND REMANDED FOR ENTRY OF JUDGMENT.
All judges concur except OXBERGER, C.J., and SCHLEGEL, J.