COURT OF APPEALS OF VIRGINIA
Present: Judges Benton, Annunziata and Overton
Argued at Richmond, Virginia
NAN S. VICK
MEMORANDUM OPINION * BY
v. Record No. 0722-96-2 JUDGE ROSEMARIE ANNUNZIATA
MARCH 18, 1997
VIRGINIA EMPLOYMENT COMMISSION, ET AL.
FROM THE CIRCUIT COURT OF NOTTOWAY COUNTY
J. Warren Stephens, Judge Designate
Nan S. Vick, pro se.
Lisa J. Rowley, Assistant Attorney General
(James S. Gilmore, III, Attorney General, on
brief), for appellees.
Nan S. Vick (appellant) appeals a final order of the Circuit
Court of Nottoway County affirming the decision of the Virginia
Employment Commission (VEC) to disqualify her from receiving
unemployment benefits for having voluntarily left work with
Foote, Inc. (employer), without good cause. See Code
1
§ 60.2-618(1). This finding was initially rendered by a VEC
*
Pursuant to Code § 17-116.010 this opinion is not
designated for publication.
1
Code § 60.2-618 provides, in part:
An individual shall be disqualified for
benefits upon separation from the last
employing unit for whom he has worked thirty
days or from any subsequent employing unit:
1. For any week benefits are claimed
until he has performed services for an
employer during thirty days, whether or not
such days are consecutive, and subsequently
becomes totally or partially separated from
such employment, if the Commission finds such
individual is unemployed because he left work
claims deputy. On appeal, evidence was taken before a VEC
appeals examiner who affirmed the claims deputy. On further
appeal, a VEC special examiner heard oral argument but took no
further evidence; the special examiner affirmed the appeals
examiner. The matter was then appealed to the circuit court. On
appeal to this Court, appellant contends that (1) contrary to the
ruling of the circuit court, the record does not support the
VEC's findings of fact; (2) the VEC's findings were procured by
fraud on the part of employer; (3) contrary to the ruling of the
circuit court, the VEC erred as a matter of law in concluding
appellant left work without good cause; and (4) the VEC special
examiner erred in denying appellant's request to present
additional evidence. We disagree and affirm.
"An individual shall be disqualified for [unemployment]
benefits . . . if the commission finds such individual is
unemployed because [she] left work voluntarily without good cause
. . . ." Code § 60.2-618(1).
"[G]ood cause" . . . "has not been
specifically defined by the legislature or
the Supreme Court." However, the consistent
view of the [VEC], "acquiesced in by the
General Assembly," has required an employee
(..continued)
voluntarily without good cause. As used in
this chapter "good cause" shall not include
(i) voluntarily leaving work with an employer
to become self-employed, or (ii) voluntarily
leaving work with an employer to accompany or
to join his or her spouse in a new locality.
An individual shall not be deemed to have
voluntarily left work solely because the
separation was in accordance with a
seniority-based policy.
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to "take those steps that could be reasonably
expected of a person desirous of retaining
his [or her] employment before hazarding the
risks of unemployment."
Virginia Employment Comm'n v. Fitzgerald, 19 Va. App. 491, 493,
452 S.E.2d 692, 693 (1995) (citations omitted). 2 Determination
of "good cause" involves a two-part analysis. The VEC and
reviewing courts must apply an objective standard, first to the
reasonableness of the employment dispute and then to the
reasonableness of the employee's efforts to resolve that dispute
before leaving. Umbarger v. Virginia Employment Comm'n, 12 Va.
App. 431, 435, 404 S.E.2d 380, 383 (1990). An employee may not
rely upon his or her own "unreasonable and purely subjective
perception" to justify voluntary unemployment. Id.
The issue whether an employee voluntarily quit without good
cause involves a mixed question of law and fact reviewable on
appeal. Fitzgerald, 19 Va. App. at 493, 452 S.E.2d at 693.
However, this Court must give deference to the VEC's findings of
fact underlying its decision. Indeed,
[o]n review, [we] must consider the evidence
in the light most favorable to the finding by
the [VEC]. Code § 60.2-625 sets forth the
standard of "judicial review" for appeals
from the decisions of the VEC. "[I]n such
cases . . . the [VEC's] findings of fact, if
supported by evidence and in the absence of
fraud, are conclusive." The VEC's findings
2
In construing the meaning of the phrase "good cause," the
VEC has limited it to those factors or circumstances which are so
substantial, compelling and necessitous as would leave the
claimant no other reasonable alternative to quitting. Phillips
v. Dan River Mills, Inc., Commission Decision 2002-C (June 15,
1955).
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of fact need only be "supported by evidence"
for them to be binding on appeal, unless we
conclude that no evidence supports the
findings or that they were obtained by fraud.
Bell Atlantic v. Matthews, 16 Va. App. 741, 745, 433 S.E.2d 30,
32 (1993) (citations omitted).
I. VEC'S FACTUAL FINDINGS
We find evidence in the record to support the VEC's factual
findings.
Appellant worked as a bookkeeper and secretary for employer,
a retailer and wholesaler of tires and automotive services, from
February 1991 until May 25, 1994. William C. Foote, general
manager and part owner of employer, was appellant's supervisor.
William F. Foote, the father of William C., was the residual
owner but was disabled from working. David Williams was
employer's service manager; he was not one of appellant's
supervisors.
William C. and Williams testified that, during her tenure,
appellant developed a poor attitude toward her coworkers and
customers and was unable to get along with any of her coworkers.
In particular, Williams and appellant could not get along.
Appellant attributed the conflict to Williams' sexual harassment
of her. Williams, however, denied that he had sexually harassed
appellant in any way. On cross-examination by appellant's
counsel, Williams denied specific allegations of sexual
harassment, including his exposing himself to appellant and his
directing lewd comments at appellant or stating them in her
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presence. William C. testified that the alleged incident of
Williams exposing himself did not occur. Although William C. was
aware of the conflict between appellant and Williams, he
testified that he was unaware that it had anything to do with
sexual harassment. He stated that appellant never complained of
sexual harassment.
Employer had no written policy for resolving disputes among
coworkers. William F. attempted to resolve the conflict between
appellant and her coworkers. William C. admitted that he had
directed Williams and appellant to work out their problems
themselves. Appellant quit her job at least three times during
the year prior to May 25, 1994 because of personality conflicts
with other employees. Each time, she sought to be reinstated and
employer allowed her to return.
Appellant quit because of the events of May 25, 1994. On
that day, appellant took responsibility for a mistake Williams
made and was then admonished by William C. for the manner in
which she handled it. The unfairness of such treatment in
appellant's eyes was compounded by the fact that she had
undertaken Williams' work, an individual with whom she was in
continual conflict. Although appellant's aggravation tempered
and she continued to work, it was reignited when William C.
referred to her as "Queenie" in front of a customer. At that
point, appellant told William C. that she quit.
Appellant testified that William C. had called her "Queenie"
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numerous times and that she had repeatedly asked that the verbal
abuse stop. William C. denied both allegations. Appellant
testified that she probably would have quit notwithstanding being
yelled at and called "Queenie" by William C. She testified that
it was unreasonable for employer to assume she would perform
Williams' work duties, when she considered Williams to be
sexually harassing her. She admitted, however, that she had
previously completed similar tasks. After she quit, appellant
again sought to be reinstated. This time, however, employer
refused to rehire her.
II. FINDINGS PROCURED BY FRAUD
Appellant contends that even if the record supports the
VEC's findings, those findings are not conclusive because they
were procured by fraud. The record shows that the issue of fraud
was not raised in the circuit court. Appellant made no reference
to fraud in her petition for judicial review, and the circuit
court specifically found that "fraud has not been alleged."
Accordingly, appellant's contention on appeal is procedurally
barred. Rule 5A:18.
III. "GOOD CAUSE"
We agree with the trial court that the VEC properly applied
the law to its findings of fact. While the events of May 25 may
have been a "reasonable employment dispute," the record shows
that appellant took no measure, reasonable or otherwise, to
resolve that dispute before leaving employment. Cf. Umbarger, 12
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Va. App. at 437, 404 S.E.2d at 384.
Moreover, although appellant contends that the events of May
25 were merely the end of a continuing pattern of sexual
harassment, the record supports the VEC's finding that this was
not the case. Most importantly, Williams denied any act of
sexual harassment in general and specifically denied each of the
acts appellant's counsel alleged. As trier of fact, the appeals
examiner was entitled to credit Williams' testimony. Moreover,
although William C. was aware of the conflict between appellant
and Williams and did little if anything to resolve it, he was
unaware that the conflict involved sexual harassment. While an
ongoing pattern of sexual harassment would, we believe, clearly
amount to a "reasonable employment dispute," the record here
belies such a scenario. Rather, the record supports the finding
that the only ongoing pattern of conflict was a personality
dispute between Williams and appellant. We find that a
personality dispute among coworkers, without more, is not a
"reasonable employment dispute" amounting to "good cause" to quit
3
voluntarily within the meaning of Code § 60.2-618(1).
IV. SUPPLEMENTAL EVIDENCE
Finally, appellant contends the special examiner erred in
failing to allow her to supplement the record taken before the
3
The dissent's characterization of the "evidence proved" is
an eloquent recitation of appellant's testimony. That testimony,
however, was mostly contradicted. Well established principles of
appellate review bind us to the VEC's determination that the
events appellant described did not, in fact, transpire.
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appeals examiner with additional evidence. However, appellant
failed to raise this contention before the circuit court.
Accordingly, her appellate argument is procedurally barred. Rule
5A:18. Moreover, based on appellant's representations the
special examiner determined that each piece of additional
evidence appellant sought to present could have been presented at
the hearing before the appeals examiner through the exercise of
due diligence.
For the foregoing reasons, the decision of the commission is
affirmed.
Affirmed.
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Benton, J., dissenting.
The evidence proved that Nan S. Vick was the only female
employee at a business that sells, retail and wholesale, tires
and automotive services. She was a full-time bookkeeper and
secretary. The general manager testified that her job
performance was good.
Over a period of years, Vick experienced difficulties with
other employees of the business. Vick attributed many of those
difficulties to instances of sexual harassment. The evidence
proved that when Vick complained to the general manager of
problems with employees, he informed Vick and the employees about
whom she complained that they would have to resolve those
disputes among themselves. At the evidentiary hearing the
general manager testified that Vick's problems with the employees
were "personality conflicts." Although he was unable to recall
the nature of those disputes, he testified that she had made no
complaints of sexual harassment.
Although the general manager denied that Vick was sexually
harassed, the evidence proved facts to the contrary. The
evidence proved that Vick quit her employment on four previous
occasions because of incidents that she believed to be
intolerable harassment. The evidence also proved that the
business re-employed Vick on each of those occasions. Although
the evidence does not contain specific details of each of the
incidents that gave rise to her quitting, the evidence does
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establish that on one occasion Vick quit because of lewd remarks
and harassment from an employee. The evidence further proved
that the general manager rehired her and required the other
employee to apologize to Vick for lewd comments that the employee
made to Vick.
The evidence also established that Vick quit her employment
on another occasion because of offensive comments and conduct by
the service manager. Vick was rehired on that occasion.
The evidence also proved that a calendar of offensive
photographs of women was hanging in a work area under the control
of the service manager. The calendar was only removed after a
female customer of the business complained.
In addition, Vick complained to the general manager that the
service manager exposed his buttocks to her in her office. The
general manager, who was in the vicinity when that incident
occurred, testified that the service manager was a large man and
that his shirt became untucked when he bent over to pick up an
item. The service manager testified that when he went into the
office to retrieve an item, his shirt became untucked and his
"butt was showing." Vick complained when the incident occurred.
However, the service manager told her that if she had not looked
she would not have seen it. The general manager deemed this
matter to be a "personality dispute." Vick filed a criminal
complaint charging that the service manager indecently exposed
himself.
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These events add to the context of Vick's decision to quit
her employment on May 25 when the general manager, Vick's
immediate supervisor and an owner of the business, referred to
her as "Queenie" in the presence of a customer. The evidence is
undisputed that the service manager had failed to prepare an
invoice on that day that Vick needed to complete other documents.
Without those documents the customer would be unable to obtain
his vehicle. When the customer arrived, the service manager was
away from the business. Because Vick did not have the necessary
paperwork from the service manager, she went to the general
manager to obtain prices to prepare the invoice. At the
evidentiary hearing, the general manager agreed that the problem
that Vick was encountering with the customer in her office
occurred because of the service manager's lack of attention.
When Vick obtained the information and returned, the
customer expressed dissatisfaction with the quality of the work
and began to complain. Vick again sought the general manager.
The testimony is disputed about the discourse that occurred
between Vick and the general manager. The general manager
testified that Vick inappropriately interfered while he was
talking to customers. Vick testified that she politely sought to
inform the general manager of her need to have his attention to
resolve the ongoing problem with an irate customer.
The general manager testified that when he entered Vick's
office he admonished Vick for the way she had approached him
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while he was talking to a customer. Vick testified that the
general manager yelled at her and addressed her derogatorily as
"Queenie" in the presence of customers. Vick became upset and
later that day quit her employment.
Vick testified that the general manager had called her
"Queenie" on other occasions and she had asked that he not
verbally abuse her. The general manager testified that he had
never before used that term in addressing Vick and that Vick had
never complained about his use of that term in the past. He
further testified regarding the term as follows:
I don't distinctly remember calling her
Queenie that day. [B]ut . . . it's possible.
It's not a term, it's a term that I, that's
used in my family as, a jokingly term, not a
term that's meant to hurt or anything like
that. . . . [I]f it did in fact hurt her I
apologize for it.
The commission in its findings of fact stated as follows:
On the claimant's last day of work, May 25,
1994, the employer was shorthanded and the
claimant had to deal with customers. At
least one customer was upset with the work
performed and the claimant attempted to bring
this to the attention of the [general
manager]. At the same time, the claimant was
required to prepare invoices for work
performed. This is normally handled by the
service manager. However, the service
manager was not at work at this time. During
the course of this situation, the [general
manager] referred to the claimant as
"Queenie" in front of a customer. The
[general manager] had referred to the
claimant in this way on a few occasions in
the past. The claimant had never complained
to the employer concerning this term.
On the claimant's last day, she was advised
that she had to finish some work before she
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could go on vacation. She was upset with
this situation and was also upset because she
felt she was being forced to do the work of
another employee during his absence.
In the past year, the claimant and the
[service manager] were having difficulties
getting along. The [general manager] advised
the claimant and the other employee that they
would have to work out these difficulties on
their own.
In the past several months, the claimant had
quit on at least three occasions. After each
of these separations, the claimant went back
to work for the employer.
The determination of what constitutes "good cause" is a
mixed question of law and fact reviewable by this Court on
appeal. See Johnson v. Virginia Employment Comm'n, 8 Va. App.
441, 447, 382 S.E.2d 476, 478 (1989). "Factors that . . . are
peculiar to the employee and her situation are factors which are
appropriately considered as to whether good cause existed."
Johnson, 8 Va. App. at 451, 382 S.E.2d at 481.
The purpose of the [Unemployment
Compensation] Act is to "provide temporary
financial assistance to [workers] who
[become] unemployed without fault on their
part. The statute as a whole . . . should be
so interpreted as to effectuate that remedial
purpose implicit in its enactment."
Israel v. Virginia Employment Comm'n, 7 Va. App. 169, 172, 372
S.E.2d 207, 209 (1988). On this evidence, I would hold that the
evidence does not support the commission's conclusion that Vick
"left work voluntarily without good cause." Code § 60.2-618(1).
The record supports Vick's reasonable belief that she was
being harassed and that her employer was unresponsive to her
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complaints. Indeed, when the other owner of the business was
asked what the procedure for resolving the conflicts was, he
stated, "Very rarely did I get into that. That was handled
primarily by [the general manager] . . . I asked [the service
manager] to bear with the situation. I asked [Vick] several
times to lighten up . . . try smiling." In addition, when the
service manager was asked why the conflicts remained unsolved, he
testified that "Mrs. Vick would constantly just come up with
something else, a trifling event that she would blow out of
proportion." The record graphically demonstrates that Vick was
consistently harassed by employees and, when she complained, was
told to work out those problems without any intervention by the
general manager. She was subject to lewd and offensive remarks
by employees and gained no relief from the general manager. Only
after she quit her job did the general manager take action. When
she was rehired, the offending employee was required to
apologize. Even when the service manager exposed his "butt" to
her, and she reported the matter to the general manager who was
present, no action was taken. Despite the service manager's
retort, the general manager took no action and did not recognize
these to be instances of harassment.
Thus, the evidence proved that Vick did not have "the
benefit of an established, designated procedure for addressing
employee grievances." Umbarger v. Virginia Employment Comm'n, 12
Va. App. 431, 437, 404 S.E.2d 380, 384 (1991). When Vick
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complained in the past the general manager instructed her to
resolve the problem without his intervention. Quitting was the
only recourse through which she was able to obtain relief.
Furthermore, the general manager acknowledged that he was
familiar with the term "Queenie" and used it in a joking manner
in his personal life. Moreover, the commission found as a fact
that the general manager referred to Vick in that manner on May
25 in the presence of a customer. It was an offensive remark,
made in a circumstance to cause humiliation and embarrassment to
Vick. The record proves that she had no recourse for correcting
the conduct. The majority states that "[w]hile the events of May
25 may have been a 'reasonable employment dispute,' the record
shows that [Vick] took no measure, reasonable or otherwise, to
resolve that dispute before leaving employment." Given the
employer's past refusals to intervene and the fact that, this
time, her dispute was with her direct supervisor, I would hold
that Vick reasonably concluded that no avenues were available to
her to utilize in resolving this dispute.
For these reasons, I would hold that Vick's leaving was for
good cause and that she is not therefore barred from receiving
unemployment benefits.
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