Our client was experiencing health concerns that ultimately led to her requesting FMLA. When she returned from FMLA, she was forced to sign a resignation or be terminated. The employer claimed that there were performance issues prior to her FMLA. We showed the hearing officer that these issues were due to her health concerns, which were beyond her control. As a result, we won the hearing and she was approved for benefits.

Although an employer alleged several issues of misconduct by our client; by researching the case thoroughly and preparing our client for the hearing, we presented credible testimony and evidence to dispute those allegations. As a result, we won the hearing and our client received her unemployment benefits.

Our client was terminated for allegedly sharing personally identifiable information of a client of her employer. As a result, ODJFS denied her unemployment compensation. Through a hearing, we showed that the information they alleged she shared was not protected information. As a result, the Hearing Officer ruled in our favor approving benefits for a termination without just cause.

Our client was involved in a minor traffic accident. When he stopped an argument ensued and he left the scene for his safety. As a result, he was charged with a traffic citation and a hit-and-skip charge. This charge carried with it a mandatory license suspension, a fine of up to $1,000 and up to six months of jail. After our investigation, we were able to obtain a dismissal of the OVI charge with our client pleading to a traffic citation with a fine of $50.00.

An employer accused our client of violating a rule. During that meeting, our client became upset and said, "Why don't you just fire me." The employer then fired her for making that comment. The Hearing Officer agreed that such a comment did not justify a termination. The Hearing Officer ruled in our favor and approved our client for benefits.

Our client had a medical condition that affected her ability to meet certain quotas at her employer. She notified her employer of this concern and requested accommodations. The employer failed to provide the needed accommodations and then terminated her for failing to meet the quotas. Through a hearing, we showed that the termination was the result of a medical condition rather than through any fault of her. The decision came back in her favor and she was approved for benefits.

An employer terminated our client for a customer complaint and claimed it had just cause to do so because she had received a prior disciplinary warning. Through a hearing, we showed that the employer lacked evidence to support the allegations of the complaint and that it skipped steps of its progressive discipline police. The Hearing Officer agreed, awarding our client her unemployment compensation.

Our client was charged with an OVI after a traffic stop. We were able to raise several issues in his case, including the fact that instructions for the field sobriety tests were given in English even though our client's understanding of English was limited. The OVI charges were ultimately dismissed and a plea to a traffic station instead saving him from high points to his license, an OVI on his record and a license suspension.

After finding himself arrested and subjected to a breath test that read over the legal limit, our client hired us to defend him. We thoroughly investigated his case and found numerous issued including problems with the manner in which the field sobriety tests were conducted. As a result, the OVI charges were dismissed with our client pleading to a traffic citation instead. This saved him from a license suspension, high points on his license, reinstatement fees, and an OVI permanently on his record.

Our client found her unemployment benefits denied because her employer did not properly report her wages to ODJFS. Through a hearing, we showed she met and exceeded the weekly earnings requirement to receive unemployment compensation. As a result, we prevailed at the hearing and her benefits were approved.

After being terminated from her job and denied unemployment compensation, our client called us for help. Through appealing the denial and representing her through a telephone hearing, we showed that (a) she had no prior discipline warnings and (b) the alleged misconduct did not warrant termination. In fact, she had acted just as she was trained to act. As a result, she prevailed at her hearing.

ODJFS claimed our client committed fraud in not correctly reporting earnings while receiving benefits. We prevailed at a hearing, convincing a hearing officer that she did in fact correctly report wages. As a result, overpayments and fraud penalties were eliminated.

Our client worked for a temp agency where she was assigned to work that she could not physically perform due to medical conditions. She was asked to be reassigned, the temp agency agreed, but it did not offer her any future work. ODJFS denied her benefits, reasoning that she quit without just cause. We prevailed at a hearing by showing her employment came to an end due to a lack of work because the temp agency did not have any other assignments for her.

ODJFS claimed our client was overpaid benefits because he did not provide sufficient employment verification. We prevailed at a hearing, overturning ODJFS's decision, and eliminating the overpayment they demanded.

Months after receiving benefits, our client found ODJFS denying his benefits and demanding repayment because they claimed he did not provide sufficient identity verification. We showed the hearing officer that he had provided the identity documentation and as a result the overpayment was eliminated.

After finding herself terminated from her employment and denied unemployment benefits, our client sought our representation. We prevailed at a hearing by showing that the employer lacked evidence of any misconduct and that, even if it did have evidence, it failed to follow its own progressive discipline steps. As a result, we prevailed at the hearing and our client received her benefits.

OVI charges were dismissed after we successfully raised issues regarding discrepancies between the police reports and video with the court.

Our client found herself terminated after receiving an evaluation that said she did not complete work timely and did not prioritize work well. However; through a telephone hearing, we showed that the employer lacked any evidence or examples of this alleged poor performance. As a result, the Hearing Officer agreed that the termination was without just cause and her benefits were approved.

Our client found his benefits denied after his employer terminated him due to customer complaints. Through a hearing, we showed that the employer lacked sufficient evidence of misconduct. As a result, we won the hearing and our client received his benefits.

After raising several issues regarding alleged indications of impairment as well as issues with field sobriety tests, we obtain a dismissal of OVI charges for our client with her accepting a plea to a non-moving traffic citation instead.

To qualify for unemployment, one must have sufficient weeks of employment and earnings during their base period. Sometimes employers fail to properly report income, which then leads to ODJFS denying benefits. This happened to our client; however, through a hearing we showed that she had more than enough weeks of employment and income to qualify. As a result, she won her hearing.

Our client, pursuant to her employment contract, provided a sixty-day resignation notice. The employer told her not to come back to work and did not pay her for the sixty days. By the time we reached an unemployment hearing, it attempted to fabricate alternative reasons for the resignation. However, we showed the hearing officer that the termination was a result of the resignation. The hearing officer agreed with us that, "If the employee is discharged during a notice of resignation period, and the employer does NOT pay normal wages to the employee for the balance of that period, then the question will be whether there was just cause in connection with work to support the discharge." The Hearing Officer also agreed that there was no just cause for the termination and, as a result, our client's benefits were approved.

When a person is arrested for an OVI and either refuses to take a chemical test or takes a test and the result is over-the-limit, they are immediately placed under an administrative license suspension. For a CDL driver, such as our client, this triggers a one-year disqualification of the CDL for a first, and lifetime disqualification for a second. While representing our client for an OVI charge, we appealed his administrative license suspension and prevailed, getting his suspension vacated. As a result, his CDL was also protected.

After being stopped for allegedly driving too slow, our client found herself charged with an OVI. We obtained a dismissal of the OVI charges by showing that driving slow is not an offense unless other traffic is impeded. She agreed to plead to a non-moving citation instead, saving herself from a year-long license suspension and high points to her license.

Our client found himself charged with an OVI after he was stopped for "weaving." However, we showed that he did not cross any marked lanes and as a result there were significant issues with the traffic stop. As a result, the OVI charges were dismissed, with our client pleading to a non-moving citation instead. He saved himself from high points, a year long license suspension and a mandatory driver's intervention program.

Although our client was terminated during her probationary period, the employer was still required to show just cause to terminate to deny her benefits. We showed the hearing officer that the employer lacked just cause, lacked evidence of misconduct, and lacked evidence of prior warnings. As a result, our client won her hearing and her benefits.

Our client was hired under a six month contract that was not renewed. The employer challenged his unemployment benefits, claiming that his contract simply came to an end. We showed the hearing officer that this is a qualifying reason for benefits and as a result won the hearing for our client.

Our client was approved for and paid PUA benefits, only to find months later that the PUA system denied her claim and demanded her benefits repaid because it believed she did not have a connection with the Ohio workforce. Through a hearing, we showed that while she did have connections with more than one state, her primary state was Ohio. As a result, she won her hearing and the overpayment was eliminated.

After being denied benefits years after receiving them because the PUA system claimed our client did not provide sufficient proof of employment, we obtained a decision in her favor through a telephone hearing.

Our client found the PUA system demanding repayment of his benefits because it claimed that he was not unemployed due to a pandemic related reason. We prevailed at a hearing, securing his benefits.

After our client was charged with an OVI after allegedly refusing a breath test, we quickly got his case set for a pre-trial and achieved a dismissal of the OVI charges with an agreement to a plea to traffic offence instead. This resulting in an immediate return of his license.

Our client found her employer appealing her unemployment benefits after terminating her. We showed that, not only did the employer fail to follow their progressive discipline policy, but it actually terminated her for refusing to sign discipline paperwork. The hearing officer agreed that this was not just cause. As a result, our client won her hearing.

PUA denied benefits to our client, claiming he did not provide sufficient employment verification. Through a hearing, we obtained a decision in his favor eliminating the overpayment claimed by the PUA.

Although our client was charged with an OVI after a traffic stop and providing a breath test that was over the limit, we reached an agreed to dismiss the OVI charges with our client pleading to traffic citations instead. Among other things, this saved her from a year-long license suspension.

Although our client was charged with an OVI after the police claimed he provided an over-the-limit breath test, we obtained a dismissal of his OVI charges with him pleading to a traffic citation instead. This saved him from a year-long license suspension and potentially saved his job and protected his military career.

ODJFS seems to have been sending out many fraud notices. Our client received such a notice; however, through a hearing we eliminated the fraud finding and ODJFS"s claims for overpayments.

ATU Local 268 brought a labor arbitration forward after a member was disciplined for being involved with an auto accident, which it believed was through the fault of the other driver. We prevailed at the hearing, showing that the RTA violated the grievant's procedural due process rights. Teh arbitrator ordered that the discipline be removed from the grievant's "personnel file and from any other file, computer file, or other location in which it may reside."

Our client was charged with an OVI. When we investigated the case, we found a lack of evidence to support the charges, in part because the field sobriety tests the state was relying upon were conducted in a snow storm and were therefore unreliable. Ultimately, an agreement was reached to dismiss the OVI charges with our client pleading instead to a non-moving traffic citation.

Our client was charged with assault and unlawful restraint. By thorough investigation and extensive negotiations, a complete dismissal of the charges was obtained.

Our client found her unemployment claim denied with accusations of fraud. Through investigating the matter and submitting evidence to the hearing officer, we prevailed at eliminating the fraud allegation and all claims that she had been overpaid.

Our client found themselves facing demands from ODJFS to pay back their benefits along with penalties for alleged fraud. We prevailed at the hearing, showing our client was entitled to the benefits.

Although our client was facing mandatory license suspensions for both OVI charges and Hit/Skip charges, we obtained a dismissal of both charges with our client accepting a non-moving citation instead with neither any points to her license or any license suspension.

Although our client had a prior OVI conviction and prior OVI reduction, thereby facing enhanced penalties, we investigated his new OVI charge thoroughly, raised evidentiary issues, and engaged in intensive negotiations with the prosecution to reach an agreement to dismiss the OVI charges with our client pleading to a traffic citation instead.

Our client worked for her employer for nearing 8 years without discipline. She was then placed on a performance improvement plan. She was told she was improving, but was then terminated. We showed the hearing officer that the employer lacked any specifics or evidence of performance issues after being put on the performance improvement plan. As a result, the Hearing Officer agreed and held that the termination was without just cause.

Our client worked as printer 40 years before becoming unemployment. While collecting unemployment, he explored a job opportunity at a restaurant; however, he turned down the job offer because it was outside of his career path and the compensation was significantly less than he previously received. Unemployment denied his benefits at that point for turning down the offer. We prevailed at a hearing, demonstrating that he had good cause to turn down the offer.

Although our client was charged with an OVI after providing a breath test that was about twice the legal limit, we were quickly able to obtain a dismissal of the OVI charges with our client simply pleading to a traffic citation instead. This saved our client from a year-long license suspension, high points on his license, and the impact of an OVI to his auto insurance and future employment opportunities.

Our client was terminated for failing to meet performance expectations. To establish just cause in such circumstances, an employer must show: (1) the employee does not perform the required work; (2) the employer made known its expectations of the employee at the time of hiring; (3) the expectations were reasonable, and; (4) the requirements of the job did not change since the date of the original hiring for that particular position. During a hearing, we showed that the expectations were not reasonable and had changed during her employment. As a result, we prevailed at the hearing and her benefits were approved.

When our client was hired, she was told that if she had a misdemeanor conviction within the past seven years, she would not be hired. On her hire material, she was asked whether she did have such a conviction. She answered No because, although she did have a conviction, it was well beyond the seven years. She was terminated for falsification. The Hearing Officer agreed, however, that because it was beyond the lookback period it was not falsification. As a result, the employer did not have just cause to terminate and benefits were approved.

Our client worked as a Human Resource Director until her employer let her go from that position and offered her a dietary aid position instead. She turned town that position because it was significantly different from the position she was hired for and because she did not believe she could meet the physical demands of the job. She found her benefits denied; however, until we prevailed at a hearing. The hearing officer agreed that she had just cause to turn down the offer of work because it was in a position that differed significantly from the position she was hired for.

After our client was charged with a second-in-ten OVI, we started to investigate the case. It was soon discovered that the police did not have or provide video referenced in the police report. As a result, an agreement was reached to dismiss the OVI charges.

With thorough preparation and research, we obtained a dismissal of OVI charges against our client with him pleading to a non-moving citation instead.

Our client had a medical condition, of which the employer was aware, that limited her ability to perform certain physical duties. This was not a problem for the job she was hired into, but the employer insisted on changing her work duties and requiring her to perform physical work. As a result, she had no choice but to resign. While she was originally denied benefits, we were obtain a win for her at the telephone hearing.

Our client received a warning that stated that if he had another occurrence he would receive a final warning. Then the employer terminated him without the final warning. The hearing officer agreed with us that this skip in progressive discipline steps violated just cause and our client was approved for benefits.

The Cleveland RTA attempted to impose what they referred to as a zero-tolerance cellphone policy without negotiating with the Union. They then attempted to terminate an employee who had an impeccable work record because he had a cellphone in his pocket while moving a train. The arbitrator agreed with us that the just cause provisions of the CBA superseded the unilaterally implemented policy and that, after a review of the facts, the termination violated just cause. As a result, the employee was awarded his job back with full back-pay.

When a person is receiving unemployment and has a week of earnings followed by a week of no earnings, they must restart their claim else they will find their benefits after that date denied. That is what happened to our client. However, through a hearing we showed why she had earnings the one week and not the following week and, as a result, the hearing officer granted her appeal.

Like many, our client found herself accused of fraud by ODJFS, with the agency demanding all of per benefits be repaid with penalties. We investigated the matter and worked with ODJFS, supplying needed documentation to disprove the fraud allegation. As a result, our client's appeal was granted and the overpayment removed.

Like many people who received Pandemic Unemployment Assistance (PUA); our client found his benefits denied with a fraud determination. The PUA wanted all of his benefits back along with penalties. We investigated, collected documentation and appealed for him. As a result, the determinations were reversed and nullified. In the end, the fraud determination was eliminated and he did not owe any overpayment.

Our client worked as a school employee, contracted to provider dance lessons. At the end of her contract and employment, she filed for benefits. The school objected, claiming she had a reasonable assurance of employment in fall and was therefore not eligible for benefits. We showed the hearing officer that this was not the case and, as a result, obtained a win for our client.

Our client worked at a bank where, due to an issue with the vault, she was forced with no notice to stay after work until security arrived. After two-and-a-half hours with no one from security arriving, she allegedly made a gesture to a security camera facing her. She then found herself terminated. The hearing officer agreed that, even if inappropriate, the gesture in those circumstances did not warrant discharge without any prior warnings. As a result, her unemployment benefits were approved.

By investigating the breath tests being used against our client, we discovered that the breathalyzer that was used was not properly maintained and calibrated. Using this evidence, our client avoided second-in-ten OVI charges and the mandatory penalties that would have come with those charges.

To qualify for weekly unemployment benefits, a person must be available for work. If the start to attend school after separating from their job, ODJFS will determine that they are no longer available for work due to school. Our client, however, attended school while he was working at base period employers. As a result, we showed the hearing officer that for this reason he should continue to be considered available. The hearing officer agreed and we won the hearing.

After receiving her pandemic unemployment benefits, our client found the PUA system claiming show owed all of her benefits back along with a fraud penalty. We appealed these determinations and quickly obtained decision in her favor - eliminating the overpayment and fraud determinations.

Our client was charged with an OVI after the police initiated a traffic stop for a burnt out headlight and alleged improper turn, completing field sobriety tests, and obtaining a breath test that was over the limit. We aggressively defended against the charges raising issue with the traffic stop, obtaining a dismissal of the OVI charges.

Our client was terminated when he was unable to work due to a medical issue. He found his unemployment benefits in jeopardy for being terminated with just cause and being unable to work. We showed that a termination due to being unable to work due to a bona fide medical issue is a termination without just cause. We further showed that our client received a release to work, though with restrictions, some weeks after. Therefore, he won his hearing by showing the termination was without just cause and that he was able to work.

Like many people, our client found his unemployment benefits denied due to a claim that he did not provide sufficient identity information. We represented him through a telephone hearing and won his unemployment benefits for him.

Our client found her employer challenging her unemployment benefits. They claimed that they terminated her with just cause for failing to follow policies, failing to properly supervise subordinates, and failing to cooperate with an investigation. We showed the hearing officer that the employer lacked proof of every allegation it made and, as a result, the hearing officer concluded there was no just cause for termination. Our client's benefits were approved.

As a general rule, education employees do not receive unemployment compensation through the summer months if they have a reasonable assurance of employment in fall, though they may qualify if they have sufficient non-school employment. Our client worked at a head start program and found herself denied benefits because there was a claim that she had a reasonable assurance. However, we showed the hearing officer that head start programs are considered education employment only when the program is operated by a local board of education and staffed by employees of the board of education. Our client's head start program was operated by a non-profit organization, and as a result we obtained a decision approving her benefits.

Our client, like many, received a fraud determination from the Ohio PUA system demanding repayment of all benefits and assessing penalties. Through timely filing an appeal with required documentation, we obtained a decision eliminating the fraud finding, eliminating all penalties, and eliminating all overpayment demands.

After receiving her pandemic unemployment benefits, our client found herself denied with the PUA claiming that she was overpaid because she did not provide proof of employment or self-employment, or the planned commencement of employment. We helped our client to prepare for the hearing, submitting additional documentation, and we convinced the hearing officer that she had provided the needed documentation. As a result, she won the hearing, was approved for benefits, and had the overpayment eliminated.

After our client was stopped for not having his headlights on, he quickly found himself subjected to field sobriety tests, arrested and providing a urine same that showed positive for alcohol. We raised issues regarding the lack of signs of impairment, the field sobriety tests and the reliability of the urine test result that also showed positive for glucose. When glucose is present, there is the possibility that the sample can ferment and create alcohol. As a result of these challenges, an agreement was reached to dismiss the OVI charges with our client pleading to a non-moving citation instead.

After being approved for a temporary leave, our client returned to find her items had been boxed and a new employee in her position. She contacted HR who told her that she could apply for other positions. When she then applied for unemployment benefits, she found herself denied with the employer claiming she resigned. We showed ODJFS the facts and the law and, as a result, an appeal was granted in her favor approving benefits.

Our client received unemployment benefits only to find months later that ODJFS claimed show owed back months of her benefits due to being unable/unavailable for work. We researched the issue and found that ODJFS based this upon our client having given birth during her claims. However, she was only unable to work for two weeks after, which we confirmed with her medical provider. Through a hearing, we obtained a win - with the hearing officer concluding that she was only unable to work during two weeks and waiving any overpayment for those two weeks.

After our client's car got stuck, he found the police were called, he was arrested, and he was subjected to a urine test. Casual users of marijuana, even if they have a medical card, often find themselves subjected to OVI charges when urine test results come back showing use - even though not use on the day of citation. Through a thorough evaluation of the urine test results and raising issues with the tests, we were able to obtain a complete dismissal of all OVI charges against our client.

When a person is separated from a job because they have a bona fide medical condition that prevents them from working that job, it is a qualifying separation. However, to qualify for benefits every week, a person must be able to perform work. Our client was denied benefits because ODJFS determined that she was not able to work. We showed that, while she was not able to work the job she was separated from, she was able to work other jobs. As a result, we won her appeal for her.

Our client was terminated because he had a chair to sit in during his breaks and lunches. Through a hearing, we showed that employer lacked any evidence that he was using the chair instead of working, but was rather using the chair only during his breaks. As a result, the Hearing Officer found in his favor.

Our client found her employer fighting and appealing her unemployment, claiming they had just cause to terminated her for mistakes done at work. We prevailed at a hearing, showing the hearing officer that the mistakes were minor and the employer failed to follow its progressive discipline policy.

Our client was charged with an OVI after she tested over-the-limit on a breath test. We obtained an agreement to dismiss the charges with her pleading to a non-moving citation instead. This saved her from points to her license, the impact to her auto insurance, from a year-long license suspension and from having to attend the driver's intervention program.

PUA benefits were determined based upon 2019 income. Our client was initially approved for $480 per week and then they changed it to $189 and then back to $480 and then back to $189. Through a hearing, we showed that he was actually eligible for $582 per week. As a result, not only was his overpayment eliminated, but the PUA now must issue him a backpayment.

Our client was charged with an OVI after a traffic stop in the winter during which she agreed to perform field sobriety tests in her socks as opposed to her boots. We fought the charges, filing a suppression motion and scheduling a hearing. We raised issues regarding the reason for the stop, whether there was a reasonable suspicion sufficient to justify expanding stop into an OVI investigation, whether the field sobriety tests were performed correctly given the circumstances, and whether the breath test result was reliable and admissible. As a result, we obtained dismissal of all OVI charges.

Our client's employer had a progressive discipline policy that it chose to deviate from when terminating her. Through a hearing, we showed the hearing officer this and that the employer lacked just cause to terminate. The hearing officer agreed, granted our appeal, and approved benefits.

Our client worked for a company that failed on repeated occassions to pay him properly so he resigned. The company asked to hire him back, explaining that it would be under new ownership. When he returned he found that the company was not under new ownership and it continued to make errors on his paycheck. The Hearing Officer agreed with us, "that a reasonable person under Ohio law would quit when they discovered that the Company had lied about ownership, continued a pattern of inaccurately paying hours worked, and had not paid them holiday pay to which they were entitled." As a result, we won his appeal and he was approved for benefits.

Despite being laid off from his job at a school due to cutback and funding issues, our client found himself denied unemployment benefits. We showed the hearing officer that he was eligible and obtained a decision in his favor.

To qualify for unemployment benefits each week claims, a person must meet certain criteria such as being able and available for work. Our client found himself denied for several weeks because ODJFS determined that he was not available for work. Through a hearing, we showed that he was able and available for work. As a result, the overpayment was eliminated and was able to keep his benefits.

Our client was terminated because the employer, without warning, accused her of using an employee discount code for purchasing items for her fiance. Through a hearing, we showed that (a) the employer provided no prior warnings; (b) its rules were laxly enforced; and (c) it lacked evidence to prove that the items were not for her own use, and therefore legitimate use of her discount code. We won her hearing and her benefits were approved.

After filing for regular unemployment benefits, our client applied for PUA benefits and was approved. Several months later she was denied by a notice stating that she would be in the regular unemployment system. Through a hearing, we showed that she was properly in the PUA system and the overpayment the PUA system was asking for was eliminated as a result.

Our client was charged with an assault after an altercation, during which the police relied entirely on the other person's version of events. By raising several evidentiary issues with the case, we obtained a dismissal of the charges for our client.

After our client was stopped by the policy, they immediately suspected that she was impaired despite having a medical condition that could present symptoms that could be confused with impairment. However, she was arrested for an OVI and provided a breath test that was over-the-limit. Through leveraging missing information in the police reports and explaining how the medical condition could have affected the officer's interpretation of events, we obtained a dismissal of the OVI charges.

After our client was terminated, he found his employer fighting his unemployment by throwing a laundry list of allegations against him. Through extensive research and representation at his hearing, we fought against every allegation and won his unemployment.

Our client had an argument with a co-worker, though there was no threatening or harassing behavior. However, he still found himself terminated and subsequently denied unemployment compensation. We showed the hearing officer that the argument did not warrant termination and as a result won his hearing for him.

Our client found her PUA unemployment denied because Ohio believed she had made a claim in another state. We showed the hearing officer that the other state's claim was denied, and as a result we obtained a decision approving her for her PUA benefits.

After receiving PUA unemployment benefits for months, our client found the PUA system demanding repayment for failing to provide sufficient employment verification. Through a hearing, we showed that the employment verification was sufficient and the hearing officer agreed, eliminating the overpayment.

During a conversation about our client being absent from work due to COVID, the topic turned to discussions about racist comments being made by other employees. The supervisor became irate when our client expressed his concern that management was not taking these comments seriously and then, after our client told his supervisor to, "be a man about it," he found himself fired. Through a hearing we showed the reasons for our client's concerns and that his comment to his supervisor did not warrant termination. The hearing officer agreed, approving his benefits.

Our client was charged with an OVI and an over-the-limit test, but through our representation, we obtained a dismissal of the charges.

When our client found her unemployment benefits denied because ODJFS said she did not provide sufficient identity verification, she contacted us for help. We represented her through a hearing and obtained a win for her.

Our client worked a full-time and part-time job. After the full-time job ended, he applied for unemployment benefits but found himself denied as being unavailable for work. It seems the part-time employer claimed it had other hours for him to work that he turned down. Through a hearing, we showed that this was not true. As a result, he was approved for benefits.

Our client was hired by ODJFS to work as a customer services representative. After she was terminated, and denied unemployment benefits by ODJFS, we represented her through a hearing and obtained a win for her. We showed the Hearing Officer that she was terminated for not meeting a calls quota, but she was never informed of a calls quota when she was hired. As a result, her benefits were approved.

Our client was pulled over after a caller made a tip and he found himself ultimately charged with an OVI after providing an over-the-limit test. He, like many, had Great Lakes Christmas Ale, which is a stronger beer. In the end, the OVI was dismissed with a plea to a non-moving violation.

Like many other people, our client received PUA benefits for months only to find his claim denied, and a demand that he repay benefits, because PUA said he did not provide sufficient employment verification. Through a hearing, we obtained a win in his favor.

After our client was denied unemployment benefits due to a termination from work, we represented him through a telephone hearing. The hearing officer agreed with us that, "When a claimant is discharged for just cause in violation of an employer's policy the rule must be reasonable, known, and uniformly applied. The violation must also have some connection with work, be substantial and materially affect the employer's interest, and the employee's action indicates negligence or a willful disregard of the rule." We showed that the employer's stated reason for terminating - absenteeism - was not the reason given at termination. Rather, he was told that the company was going in a different direction. The Hearing Officer concluded that the termination was without just cause and approved benefits.

Our client found her unemployment benefits denied after the employer claimed she refused an offer to return to work after a layoff. Through a telephone hearing, by cross-examining the employer's witnesses, we showed that the employer lacked evidence that it did make an offer to return to work. As a result, her unemployment benefits were approved.