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10 Illinois opinions name it 1 courts 2006–2026 1 in the last five years
The cases below were cited by Illinois courts in a sentence that names this issue. Sides come from how each citing opinion treated the case (Syfertize flag on that citation), so a case can appear on both: that is where the law is contested. A red or yellow chip is the case's own overall treatment.
| Case | Followed | Cited |
|---|---|---|
Manning v. Department of Employment Securitygreen2 sentences2009App. 3d 553 ; 557, 850 N.E.2d 244, 248 (2006), we observed that three elements must be proven to establish disqualifying misconduct under the Act: (1) that there was a “deliberate and willful” violation of a rule or policy; (2) that the rule or policy of the employing unit was reasonable; and (3) that the violation either has harmed the employer or was repeated by the employee despite previous warnings. 2008App. 3d 553, 557 , 850 N.E.2d 244, 248 (2006), we recognized that three elements must be proven to establish misconduct under the Act: (1) that there was a “deliberate and willful” violation of a rule or policy; (2) the rule or policy of the employing unit was reasonable; and (3) that the violation either had harmed the employer or was repeated by the employee despite previous warnings. | 4 | 6 |
Williams v. The Department of Employment Securitygreen1 sentence2026See Williams, 2016 IL App (1st) 142376, ¶ 55 ; Manning v. Department of Employment Security, 365 Ill. | 1 | 1 |
Messer & Stilp, Ltd. v. Department of Employment Securitygreen1 sentence2014Id. ¶ 16. ¶ 80 Individuals who are discharged for misconduct are ineligible to receive unemployment benefits under section 602(A) of the Act. 820 ILCS 405/602(A) (West 2010). “[T]hree elements must be proven to establish disqualifying misconduct under [section 602(A) of] the Act: (1) that there was a ‘deliberate and willful’ violation of a rule or policy; (2) that the rule or policy of the employing unit was reasonable; and (3) that the violation either has harmed the employer or was repeated by the employee despite previous warnings.” Messer & Stilp, Ltd. v. Department of Employment Security, | 1 | 1 |
Czajka v. Department of Employment Securitygreen1 sentence2012See 820 ILCS 405/602(A) (West 2008); Czajka v. Department of Employment Security, 387 Ill. | 1 | 1 |
| Case | Negative | Cited |
|---|---|---|
| No negative-treatment citations attached to this issue in Illinois. Read the followed side critically anyway. | ||
| Case | Cited | Years |
|---|---|---|
Arroyo v. Doherty
green
2 sentences2006Three elements must be proven to establish misconduct under the Act: (1) that there was a "deliberate and willful violation" of a rule or policy; (2) that the rule or policy of the employing unit was reasonable; and (3) that the violation either has harmed the employer or was repeated by the employee despite previous warnings. 820 ILCS 405/602(A) (West 2004); Arroyo, 296 Ill. 2006Three elements must be proven to establish misconduct under the Act: (1) that there was a “deliberate and willful violation” of a rule or policy; (2) that the rule or policy of the employing unit was reasonable; and (3) that the violation either has harmed the employer or was repeated by the employee despite previous warnings. 820 ILCS 405/602(A) (West 2004); Arroyo, 296 Ill. | 2 | 2006–2006 |
Counted by distinct opinions that both name this issue and are annotated to the section; sections every opinion cites regardless of issue are not filtered here, so read the counts against the total above.