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Cited by

Opinions in Minnesota that cite Ferguson v. Department of Employment Services, 247 N.W.2d 895.

95 citing documents.

  • Fujan v. RUFFRIDGE-JOHNSON EQUIPMENT 535 N.W.2d 393 Minn. Ct. App. 1995
    Ferguson v. Department of Employment Servs., 311 Minn. 34, 38
  • Dachel v. Ortho Met, Inc. 528 N.W.2d 268 Minn. Ct. App. 1995
  • Dachel v. Ortho Met, Inc. 528 N.W.2d 268 Minn. Ct. App. 1995
    “Good cause” to quit has been defined as a reason that is “real, not imaginary, substantial not trifling, and reasonable, not whimsical; there must be some compulsion *270 produced by extraneous and necessitous circumstances.” Ferguson v. Department of Employment Serv., 311 Minn. 34, 44, n. 5 , n. 5 (1976).
  • Hanke v. Safari Hair Adventure 512 N.W.2d 614 Minn. Ct. App. 1994
  • Hanke v. Safari Hair Adventure 512 N.W.2d 614 Minn. Ct. App. 1994
    “Good cause” to quit has been defined as a reason that is “real, not imaginary, substantial not trifling, and reasonable, not whimsical; there must be some compulsion produced by extraneous and necessitous circumstances.” Ferguson v. Department of Employment Servs., 311 Minn. 34 , 44 n. 5, , 900 n. 5 (1976).
  • Shanahan v. District Memorial Hospital 495 N.W.2d 894 Minn. Ct. App. 1993
  • Shanahan v. District Memorial Hospital 495 N.W.2d 894 Minn. Ct. App. 1993
    Ferguson v. Department of Employment Servs., 311 Minn. 34 , 44 n. 5, , 900 n. 5 (1976)
  • Wood v. Menard, Inc. 490 N.W.2d 441 Minn. Ct. App. 1992
  • Wood v. Menard, Inc. 490 N.W.2d 441 Minn. Ct. App. 1992
    Ferguson v. Department of Employment Servs., 311 Minn. 34, 44 , , 900 n. 5 (1976).
  • Ress v. Abbott Northwestern Hospital, Inc. 448 N.W.2d 519 Minn. 1989
  • Ress v. Abbott Northwestern Hospital, Inc. 448 N.W.2d 519 Minn. 1989
    Ferguson v. Department of Employment Serv., 311 Minn. 34, 45 , -01 (1976).
  • Ress v. Abbott Northwestern Hospital, Inc. 438 N.W.2d 727 Minn. Ct. App. 1989
  • Ress v. Abbott Northwestern Hospital, Inc. 438 N.W.2d 727 Minn. Ct. App. 1989
    76); where the incident involved an isolated instance, where the employee was afraid to perform the task, which was outside the scope of his usual duties, and where the employee reasonably feared for his safety, Ferguson v. Department of Employment Services, 311 Minn. 34
  • Wetterhahn v. Kimm Co. 430 N.W.2d 4 Minn. Ct. App. 1988
  • Wetterhahn v. Kimm Co. 430 N.W.2d 4 Minn. Ct. App. 1988
    the supreme court cited the following test: [T]he circumstances which compel the decision to leave employment must be real, not imaginary, substantial, not trifling, and reasonable, not whimsical; there must be some compulsion produced by extraneous and necessitous circumstances.
  • Biegner v. Bloomington Chrysler/Plymouth, Inc. 426 N.W.2d 483 Minn. Ct. App. 1988
  • Biegner v. Bloomington Chrysler/Plymouth, Inc. 426 N.W.2d 483 Minn. Ct. App. 1988
    “Good cause attributable to the employer” is defined as a reason for quitting which is “compelling, real and not imaginary, substantial and not trifling, reasonable and not whimsical and capricious.” Ferguson v. Dept. of Employment Services, 311 Minn. 34, 44
  • Christenson v. City of Albert Lea 409 N.W.2d 564 Minn. Ct. App. 1987
  • Christenson v. City of Albert Lea 409 N.W.2d 564 Minn. Ct. App. 1987
    In Ferguson v. Department of Employment Services, 311 Minn. 34 , where an employee had refused to work in a room he believed unsafe, the supreme court remanded for additional findings and evidence, stating: The resolution of [the misconduct] issue on remand will depend on a determination of whether or not it was reasonable for relator to believe he had vali
  • Holbrook v. Minnesota Museum of Art 405 N.W.2d 537 Minn. Ct. App. 1987
  • Holbrook v. Minnesota Museum of Art 405 N.W.2d 537 Minn. Ct. App. 1987
    (citing Ferguson v. Department of Employment Ser *539 vices, 311 Minn. 34, 44 , ).
  • Bestler v. Travel Co. of Minnesota 398 N.W.2d 611 Minn. Ct. App. 1986
  • Bestler v. Travel Co. of Minnesota 398 N.W.2d 611 Minn. Ct. App. 1986
    The standard of what constitutes good cause is the standard of reasonableness as applied to the average man or woman, and not to the supersensitive Ferguson v. Department of Employment Services, 311 Minn. 34 , , 900 n. 5 (1976), (quoting from 81 C.J.S.
  • Portz v. Pipestone Skelgas 397 N.W.2d 12 Minn. Ct. App. 1986
  • Portz v. Pipestone Skelgas 397 N.W.2d 12 Minn. Ct. App. 1986
    Ferguson v. Department of Employment Services, 311 Minn. 34, 44 , , 900 n. 5 (1976).
  • Kampa v. Normandale Tennis Club 393 N.W.2d 195 Minn. Ct. App. 1986
  • Kampa v. Normandale Tennis Club 393 N.W.2d 195 Minn. Ct. App. 1986
    See Ferguson v. Department of Employment Services, 311 Minn. 34, 44
  • Simonson v. Thin Film Technology Corp. 392 N.W.2d 363 Minn. Ct. App. 1986
  • Simonson v. Thin Film Technology Corp. 392 N.W.2d 363 Minn. Ct. App. 1986
    Ferguson v. Department of Employment Services, 311 Minn. 34, 44
  • Gonsior v. Alternative Staffing, Inc. 390 N.W.2d 801 Minn. Ct. App. 1986
  • Gonsior v. Alternative Staffing, Inc. 390 N.W.2d 801 Minn. Ct. App. 1986
    Ferguson v. Department of Employment Services, 311 Minn. 34 , 44 n. 5, , 900 n. 5 (1976).
  • McLane v. Casa De Esperanza 385 N.W.2d 416 Minn. Ct. App. 1986
  • McLane v. Casa De Esperanza 385 N.W.2d 416 Minn. Ct. App. 1986
    The test for “good cause” has been defined as “whether the employee’s reason for quitting was compelling, whether it was real and not imaginary, substantial and not trifling, reasonable and not whimsical or capricious.” Ferguson v. Department of Employment Services, 311 Minn. 34, 44
  • Jaakola v. Duluth/Superior Area Educational Television Corp. 374 N.W.2d 215 Minn. Ct. App. 1985
  • Jaakola v. Duluth/Superior Area Educational Television Corp. 374 N.W.2d 215 Minn. Ct. App. 1985
    Good cause attributable to the employer was discussed by our supreme court in Ferguson v. Dept, of Employment Services, 311 Minn. 34 , : In order to constitute good cause, the circumstances which compel the decision to leave employment must be real, not imaginary, substantial not trifling, and reasonable, not whimsical; there must be some compulsion produced by extraneous and necessitous circumstances.
  • Grotjohn v. Cornbelt Foods, Inc. 370 N.W.2d 48 Minn. Ct. App. 1985
  • Grotjohn v. Cornbelt Foods, Inc. 370 N.W.2d 48 Minn. Ct. App. 1985
    In making her determination that relator’s voluntary termination was without good cause attributable to the employer, the Commissioner stated that “claimant was dissatisfied with receiving a disciplinary lay-off and failed to establish that the basis was either real, substantial or compelling.” Ferguson v. Northwest Publications, 311 Minn. 34
  • Kratochwill v. Los Primos 353 N.W.2d 205 Minn. Ct. App. 1984
  • Kratochwill v. Los Primos 353 N.W.2d 205 Minn. Ct. App. 1984
    Ferguson v. Department of Employment Services, 311 Minn. 34, 44
  • McDonnell v. Anytime Temporaries 349 N.W.2d 339 Minn. Ct. App. 1984
  • McDonnell v. Anytime Temporaries 349 N.W.2d 339 Minn. Ct. App. 1984
    The test for good cause attributable to the employer is “whether the employee’s reason for quitting was compelling, whether it was real and not imaginary, substantial and not trifling, reasonable and not whimsical or capricious.” Ferguson v. Department of Employment Services, 311 Minn. 34, 44
  • Forsberg v. Depth of Field/Fabrics 347 N.W.2d 284 Minn. Ct. App. 1984
  • Forsberg v. Depth of Field/Fabrics 347 N.W.2d 284 Minn. Ct. App. 1984
    The test for “good cause attributable to the employer” is “whether the employee’s reason for quitting was compelling, whether it was real and not imaginary, substantial and not trifling, reasonable and not whimsical or capricious.” Ferguson v. Department of Employment Services, 311 Minn. 34, 44
  • Larson v. Department of Economic Security 281 N.W.2d 667 Minn. 1979
  • Larson v. Department of Economic Security 281 N.W.2d 667 Minn. 1979
    Ferguson v. Dept. of Employment Services, 311 Minn. 34 , Reeves v. Board of Rev. of Unemployment Comp., Ohio Com.P.L., 52 Ohio Op.