I was recently terminated from my position as the General Manager at a small local franchise of a popular quick-casual restaurant in Kansas. The situation unfolded after I raised concerns about my boss's poor performance and intentions to harm the franchise, which led to my termination shortly thereafter. My unemployment claim was denied after my employer provided a secretly recorded meeting where I addressed a subordinate's misconduct, which included turning away customers and stealing product. The denial stated that I was fired for not following company policies, but I believe this was unjust. During the appeals process, I faced a KDOL UE referee who was dismissive and rude, and despite my arguments that I did not intentionally violate any rules, my appeal was denied. The referee's decision seemed to be based on exaggerated claims and misunderstandings of the situation. I decided to appeal again, focusing on Kansas law that protects employees making good faith efforts in their duties. I argued that my actions were not misconduct, as they did not jeopardize the workplace environment, referencing a landmark case that outlines specific factors for determining misconduct. Unfortunately, this second appeal was also denied without any substantial explanation. I feel frustrated and confused by the entire process, as I believed my arguments were solid and based on legal precedents. I still maintain that my actions were appropriate given the circumstances, and I am now exploring my options moving forward.