Cited by

Opinions in Minnesota that cite Schmidgall v. FilmTec Corp., 644 N.W.2d 801.

305 citing documents.

Stephanie Neely v. Bemidji Candlewood LLC, Department of Employment and Economic Development Minn. Ct. App. 2026
An employee refusing to follow “an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Edward L. Foster-Graham v. Fellowship Recovery, LLC, Department of Employment and Economic Development Minn. Ct. App. 2026
6(d), “[a] single incident can constitute misconduct when an employee deliberately chooses a course of conduct that is adverse to the employer,”
Maureen A. Wobig v. Northern Tier Retail, LLC, Department of Employment and Economic Development Minn. Ct. App. 2026
Erik Schmid v. Greenhaven Elementary, Department of Employment and Economic Development Minn. Ct. App. 2026
Generally, an employee’s refusal to comply with an employer’s reasonable policy is considered employment misconduct, and a “single incident can constitute misconduct when an employee deliberately chooses a course of conduct that is adverse to the employer .” 806 (Minn. 2002).
Aaron Thevenot v. Joseph Companies, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
Shakitha Jones v. V & J Employment Services, Department of Employment and Economic Development Minn. Ct. App. 2026
In general, an employee’s refusal to comply with an employer’s reasonable policy is employment misconduct, and a “single incident can constitute misconduct when an employee deliberately chooses a course of conduct that is adverse to the employer .” 806 (Minn. 2002).
Antonio F. Bragg v. Fairchild Equipment, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
Jay D. Demars v. Renegade Truck Equipment, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
Indeed, the Minnesota Supreme Court has underscored that an employer has the right to reasonably expect its employees to abide by its “reasonable policies and requests” and that “an employee’s decision to violate knowingly a reasonable policy of the employer is misconduct.” Schmidgall v. FilmTec 9 Corp., 806 (Minn. 2002).
Heidi Long v. PM Staffing, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
d 801, 804 (Minn. 2002).
Muktar M. Mahdi v. Universal Protection Service, LLC, Department of Employment and Economic Development Minn. Ct. App. 2026
“Whether an employee engaged in conduct that [makes] the employee [ineligible for] unemployment benefits is a mixed question of fact and law.”
Christopher S. Chaudhry v. Mystic Lake Casino, Department of Employment and Economic Development Minn. Ct. App. 2026
“[R]efusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.” (citation omitted).
Andrew Schaffhausen v. Barnett Chrysler-Plymouth, Department of Employment and Economic Development Minn. Ct. App. 2026
But “[a]s a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Renae Lynn Hagen v. Coast to Coast Logistics, Department of Employment and Economic Development Minn. Ct. App. 2026
“Whether an employee engaged in conduct that disqualifies [them] from unemployment benefits presents a mixed question of law and fact.”
Steven A. Franklin v. C&C Logistics, LLC, Department of Employment and Economic Development Minn. Ct. App. 2026
Fredric A. Wilson v. Jerry’s Enterprises, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
As the Minnesota Supreme Court has stated, “refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Jackson Benson v. Housing & Redevelopment Authority of Winona, Department of Employment and Economic Development Minn. Ct. App. 2026
“As a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Chad Wosmek v. City of Fifty Lakes, Department of Employment and Economic Development Minn. Ct. App. 2026
Schmidgall v. FilmTec Corp.
Colton Seelye v. Leech Lake Band of Ojibwe, Department of Employment and Economic Development Minn. Ct. App. 2026
“Whether an employee engaged in conduct that disqualifies the employee from unemployment benefits is a mixed question of fact and law.”
Augustine M. Togba v. Micro Parts, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
d 801, 804 (Minn. 2002).
Kirstin Arneson v. St Cloud Auto Sales.Com LLC, Department of Employment and Economic Development Minn. Ct. App. 2026
Kirstin Arneson v. St Cloud Auto Sales.Com LLC, Department of Employment and Economic Development Minn. Ct. App. 2026
Generally, an employee who refuses “to abide by an employer’s reasonable policies and requests” has engaged in “disqualifying misconduct.”
Kenneth M. Kuller v. TVI, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
Kenneth M. Kuller v. TVI, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
Noelle Erling v. Wells Fargo Bank, N.A., Department of Employment and Economic Development Minn. Ct. App. 2026
Noelle Erling v. Wells Fargo Bank, N.A., Department of Employment and Economic Development Minn. Ct. App. 2026
But “[a] single incident can constitute misconduct when an employee deliberately chooses a course of conduct that is adverse to the employer.”
Cassie McDuffie v. Association of Minnesota Public Educational Radio Stations, Inc., Department of Employment and Economic Development Minn. Ct. App. 2026
“As a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Tamer K. Embaby v. Department of Treasury, Department of Employment and Economic Development Minn. Ct. App. 2026
Tamer K. Embaby v. Department of Treasury, Department of Employment and Economic Development Minn. Ct. App. 2026
“As a general rule, refusing to abide by an 7 employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Valerie Coykendall v. EquiMed Corporation, Department of Employment and Economic Development Minn. Ct. App. 2025
Valerie Coykendall v. EquiMed Corporation, Department of Employment and Economic Development Minn. Ct. App. 2025
Teresa McDonald v. Monarch Bus Service, Department of Employment and Economic Development Minn. Ct. App. 2025
“As a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Joe J. Bezdicek v. Northco Construction, LLC, Department of Employment and Economic Development Minn. Ct. App. 2025
In general, an employee ’s refusal to comply with an employer’s reasonable policy is employment misconduct, and a “single incident can constitute misconduct when an employee deliberately chooses a course of conduct that is adverse to the employer .” 806 (Minn. 2002).
Trenton Fulghum v. Horizon Equipment, LLC, Department of Employment and Economic Development Minn. Ct. App. 2025
Sisay N. Beri v. Transit Team, Inc., Department of Employment and Economic Development Minn. Ct. App. 2025
And “refusing to abide by an employer’s 7 reasonable policies and requests amounts to disqualifying misconduct.”
Vangyi Chongtoua v. Bdote Learning Center, Department of Employment and Economic Development Minn. Ct. App. 2025
“As a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.” d 801, 804 (Minn. 2002).
Andre Binns v. Gopher Resource, LLC, Department of Employment and Economic Development Minn. Ct. App. 2025
“ As a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Marcel Vaudrin v. Tri-Valley Opportunity Council, Inc., Department of Employment and Economic Development Minn. Ct. App. 2024
“[A]n employee’s decision to violate knowingly a reasonable policy of the employer is misconduct.”
Adelaja A. Adenuga v. Methodist Hospital, Department of Employment and Economic Development Minn. Ct. App. 2024
Adelaja A. Adenuga v. Methodist Hospital, Department of Employment and Economic Development Minn. Ct. App. 2024
Elizabeth Young v. Coborn’s Inc., Department of Employment and Economic Development Minn. Ct. App. 2024
Elizabeth Young v. Coborn’s Inc., Department of Employment and Economic Development Minn. Ct. App. 2024
Christine A. Koch v. Wells Fargo Bank, NA, Department of Employment and Economic Development Minn. Ct. App. 2024
“As a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Tyler Leibfried v. City of Duluth, Department of Employment and Economic Development Minn. Ct. App. 2024
“As a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Noo Vang v. Mo’s Tropical Market, Department of Employment and Economic Development Minn. Ct. App. 2023
The supreme court has held that “refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying [employment] misconduct.”
Husen A. Guffe v. Wal-Mart Associates, Inc., Department of Employment and Economic Development Minn. Ct. App. 2023
“Whether an employee engaged in conduct that disqualifies the employee from unemployment benefits is a mixed question of fact and law.”
Tina Goede v. Astra Zeneca Pharmaceuticals, LP, Department of Employment and Economic Development Minn. Ct. App. 2023
“[A]n employee’s decision to violate knowingly a reasonable policy of the employer is misconduct.”
Ahmad Daniel v. Honeywell International, Inc., Department of Employment and Economic Development Minn. Ct. App. 2023
“[A]n employee’s decision to violate knowingly a reasonable policy of the employer is misconduct.”
Tasha Dahle v. United Community Action Partnership, Department of Employment and Economic Development Minn. Ct. App. 2023
“[A]n employee’ s decision to violate 9 knowingly a reasonable policy of the employer is misconduct.”
Justin D. Shackelford v. University of Minnesota, Department of Employment and Economic Development Minn. Ct. App. 2023
“As a general rule, refusing to abide by an employer’s reasonable policies and requests amounts to disqualifying misconduct.”
Nathan A. Rinne v. Concordia University, St. Paul, Department of Employment and Economic Development Minn. Ct. App. 2023
Refusing to follow an employer’s reasonable policy is employment misconduct, and “[a] single incident can constitute misconduct when an employee deliberately chooses a course of conduct that is adverse to the employer.” d 801, 804, 806 (Minn. 2002).