Aloha . My name is Francisco young. Question is. If an employee so called violates county policy and receives disciplinary action. Part of the discipline is to sign a last chance agreement. 6 months later he gets discharged for violation of that agreement

Hawaii administrative law 12 -5-51
Aloha . My name is Francisco young.

Question is. If an employee so called violates county policy and receives disciplinary action. Part of the discipline is to sign a last chance agreement. 6 months later he gets discharged for violation of that agreement. So a couple months go by. The employee attempts to see if he can qualify for unemployment benefits. He qualified per the county's statement. First off, county lies on their employer statement. And employee gets denied benefits. The employee appeals it. In the appeal the employee proves that the disciplinary action first served, that the employee made a GOOD FAITH ERROR IN JUDGEMENT. Therefore nullifying the employee having to sign that agreement. So does the agreement still stand if the supervisor who disciplined him violated their policy, didnt offer any option to have made a good faith decision And left the employee to make his own decision which was a GOOD FAITH ERROR IN JUDGEMENT. That also proves to NOT be misconductive. According to Hawaii administrative law section 12-5-51. Why was the employee discharged and then not qualify him for benefits. He should never have had to sign the last chance agreement. Which means he would still be employed. Please help me. I'm exhausting all my options and my statues are comin up .