I see. Thank you for providing this additional information, Lori.
To prevail on their appeal, the employer will typically be required to prove that you engaged in some misconduct and that you were warned that such misconduct may subject you to termination. Since the employer never provided you with any details of your "alleged" misconduct, they will not likely be able to carry their burden of proof on appeal and should lose.
However, it is not uncommon for employers in this situation to misrepresent the facts of your employment, so it would typically be best, XXXXX XXXXX situation you have described, to retain a local employment law
attorney who handles unemployment claims to be prepared to appear at the hearing and respond to any such misrepresentations which may be made by the employer. That would normally provide you with your best opportunity to prevail on the appeal.
If you have evidence that the employer treated male employees more favorably than female employees (as you seem to allude to) and that your gender was a motivating factor in your termination, that evidence, along with evidence that you have filed a complaint with the EEOC
would typically aid you in prevailing on the appeal as well.
Here is a link to file a charge with the EEOC:
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