John Ruff v. James G. Neeley, Tennessee Commissioner of Labor and Workforce Development, and EPerformax, Inc.

This case involves a claim for unemployment benefits after an employee was terminated for failing to follow company policy and refusing to follow his supervisor’s instructions. A female co-worker had previously complained about the claimant’s repeated attempts to ask her out on dates and several occasions when he had followed her to her car, all of which had made her uncomfortable. The claimant was suspended for two days at that time. A few months later, another female co-worker complained to her supervisor about the claimant’s behavior after he continued asking her out on dates for over a month, waited for her at her car, and eventually hugged her at work after she rejected another invitation to go out with him. A meeting was held about the claimant’s conduct, and his female co-worker and his supervisors asked that he agree not to communicate with the co-worker in the future. The claimant would not agree to stop contacting his co-worker, and he was terminated from his employment the next day. He filed for unemployment benefits, which were initially approved by the Department of Labor. On appeal, the Appeals Tribunal found that the claimant was disqualified from receiving benefits because he had been terminated for work related misconduct.  The finding was affirmed by the Board of Review, and later by the chancery court.  For the following reasons, we affirm.