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Quitting Work Due to Daycare Problems May Not Qualify Employee for Unemployment Benefits
Description Appeals court held that an employee who quit work because his new assigned hours conflicted with his existing daycare arrangements did not qualify him for unemployment compensation benefits. The record indicates that there was no effort to adjust daycare arrangements, so he failed to show good faith effort to resolve the problem.
Topic Employment Law
Key Words Unemployment Compensation; Good Cause
C A S E   S U M M A R Y
Facts Lashea worked for Fin-Clair for three years. Due to a change in business needs, Lashea and others were told they have to work hours different from their normal 7 a.m. to 3 p.m. shift. Lashea was offered a shift from 4 a.m. to 1 p.m. or 8 a.m. to 5 p.m.. Lashea chose the latter shift, but soon quit work because it conflicted with his need to pick up his child from a babysitter at 4 p.m. He sought unemployment benefits. The Labor and Industrial Relations Commission held in favor of Lashea because he had quit work for good cause. Fin-Clair appealed.
Decision Reversed. In applying for unemployment benefits, a claimant has the burden to prove that he left employment for good cause attributable to his work or his employer. Good cause is limited to instances where the unemployment is caused by external pressures so compelling that a reasonably prudent person would be justified in terminating employment. Lashea failed to show that he made a good faith effort to resolve scheduling problems with daycare before quitting, so he made no good faith effort to find another daycare provider nor did he accept other suggestions offered by his supervisor to try to resolve the problem.
Citation Fin-Clair Corp. v. Lashea, 30 S.W.3d 237 (Ct. App., Mo., 2000)

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