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That can be difficult to do, because you need to show a history of disciplinary issues. Performance doesn't rise to the level of avoiding unemployment issues, so you have to focus solely on misconduct and that will really only include absences which are unexcused and the time theft.
If you have clear evidence of time theft, have warned her and she continues, then it's easy. Without a warning and a chance to cure, it is very difficult to block unemployment. In those instances, you need an offense so egregious that people shouldn't need warnings to know that it is wrong. If the time theft was bad enough, it might justify the termination alone. Otherwise, you'll have to take the risk with the understanding that you may end up having to pay.
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