https://lirc.wisconsin.gov/ucdecsns/4497.pdf
VL 1007 - Dentici and subsequent cases make clear that, in order to find that an employee quit his or her position, there must be sufficient evidence that the employee intended to leave his or her employment, and that the employee indicated such intention by either words, action, or conduct inconsistent with the continuation of the employment relationship. The employee's decision to move to San Antonio after being promised a new position there, combined with her repeated attempts to contact the employer to confirm her transfer status, did not demonstrate an intent to end the employment relationship.
https://lirc.wisconsin.gov/ucdecsns/4494.pdf
When an employer has an attendance policy, but does not show that the employee has acknowledged reciept of the policy with her signature, the commission applies the first clause of Wis. Stat. § 108.04(5)(e) and considers whether the employee has provided the employer with notice and a valid reason for the employee's absenteeism or tardiness. Here, the employee was absent due to illness. She was tardy on multiple occassions due to not being able to leave her other job at a childcare facility on time because of her coworker's tardiness. Her attendance infractions were for valid reasons and not within her reasonable control so no misconduct or substantial fault was found.
https://lirc.wisconsin.gov/ucdecsns/4492.pdf
UW 900 - Disability payments may not be reportable wages if they do not meet the definition of sick pay in Wis. Stat. § 108.05(5m)
https://lirc.wisconsin.gov/ucdecsns/4490.pdf
MC 601.4 - The employee was discharged for violating the employer's sexual harassment policy when she pranked a coworker using a sex toy. The only firsthand evidence of the prank came from the employee, who testified that her conduct was a joke between friendly coworkers who openly discussed sex in the workplace. Absent any evidence that the employee's actions were offensive to her coworker or created an intimidating, hostile, or offensive work environment, there is insufficient evidence to find misconduct.
https://lirc.wisconsin.gov/ucdecsns/4493.pdf
MC 605, BR 335, BR 335.01 - An employee who is discharged for her attendance under the employer's attendance policy, of which the employee had acknowledged receipt with her signature, was discharged for misconduct. The department's misinterpretation of Wis. Stat. § 108.04(5)(e) is departmental error even if following precedent that existed at the time the determination was made
https://lirc.wisconsin.gov/ucdecsns/4491.pdf
MC 605 - The court of appeals decision in Bevco v. LIRC makes clear that a discharge pursuant to an employer's attendance policy that assigns points for various types of attendance infractions and provides for discharge based on the combined tally of points is a discharge for misconduct under Wis. Stat. § 108.04(5)(e), provided the policy is written and the employee acknowledged reciept of the policy with his or her signature.