UC - willful misconduct v. inadvertent mistakes
Here, the Board credited Claimant’s testimony that she worked to the best of her ability, and it determined Employer did not show "[C]laimant’s shortcomings were intentional." The Board also credited Claimant’s testimony that she made mistakes when Employer gave her several tasks to complete at one time. The Board also found Employer did not formally discipline Claimant. These findings are amply supported.
In any event, to be disqualifying, an employee’s rule violation must be knowing and intentional or deliberate. Phila. Parking Auth. v. UCBR, 1 A.3d 965 (Pa. Cmwlth. 2010). An inadvertent rule violation is not willful misconduct. Morysville Body Works, Inc. v. UCBR, 419 A.2d 238 (Pa. Cmwlth. 1980). Here, the Board specifically determined Employer did not show Claimant’s actions were intentional; consequently, this could not form the basis for a determination of willful misconduct.