Thank you for the information and your question. Unfortunately, since Washington is an employment "at will" state, and your employer apparently has not provided you with more rights for retention
, than the law requires, your employer could terminate you for any, or no, reason and with not notice or warning unless doing so would violate an employment contract
, company policy or employment discrimination
law. So, unless your situation falls within one of the exceptions I mentioned, you could be terminated even if the reason was otherwise arbitrary or unfair.
However if, for example, your employer requires that employees receive a certain number of warnings or stepped discipline before they are terminated, then they must follow their own policies. Otherwise, they don't have to have such policies in an "at will" state.
All that said, assuming that your situation doesn't qualify under the exceptions I mentioned and you are terminated, then you might have a very good chance to succeed in an unemployment benefits
claim even though your employer would likely dispute
your eligibility saying you were terminated for cause. I say that because if you are denied benefits and you appeal (which you always should), then it is the employer that carries the burden of proof to show that you intentionally, or through gross negligence, failed to perform your duties properly. From what you have told me, they would not be able to do so and also would not be able to show that they gave you a reasonable amount of time after your review to improve. So, if that is the case, you would likely win your UI appeal. That though does not change the fact that the termination
would have been legal. The legal standards and rules for termination versus unemployment benefits are completely different.
Please let me know if you have any related follow up questions. I would be glad to assist you further if I can.