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I was hired as a restaurant manager for 50-55 hours/wk for 5 days/wk on salary. Soon found out that the hours were more like 65-70 hours and was made to come in on days off for hours for meetings and inventory. When I told my GM hours were not what I agreed to I would just hear, it will get better. Well after 2 GMs that had never been in that position before and no support from higher up like we were promised things weren't getting better. After 8 months, the 2nd GM was fired and we were told we would have to work even longer hours until they could find a replacement. That's when I resigned. I asked about a leave of absence because my husband was abou to leave me as he was basically a single father with all the hours I spent at work with no sign of it getting better. I had not been with the company for a yeR so I did not qualify for a leave. My area director said he needed to know whether I was staying or too g because he needed a replacement possibly. That nigh I officially quit. I was denied benefits for not wnting to work required hours by employer - but I was mislead from the beginning and quit only after we were told of more hours on top of our extended hours! Do I have a good chance to win appeal - my company never fought the claim...
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To stand any chance on appeal, you MUST respond in time.  You may have a compelling reason to have quit - child care.  Get organized - what did you know about the hours before you started?  One of us is confused - if you were denied, when would the company have fought the claim.  What do you have to prove you were present for the extra hours?  Ex:  if you had a schedule printed and even a memo about inventory showing it occurred on a day you were not scheduled, same with the meetings.  Scheduling information - who also performed your job - when we're they scheduled - say a night manager and a day manager.  Is there an expense you only incurred when working?  Say parking, babysitter, etc.  Do you have proof of the expense occurring when you were not working your normal hours?  Something to give an idea of just how many extra hours you worked.  Other people in a similar position or a former coworker - may be able to go with you to the hearing to answer questions about working conditions.    Performance appraisals are a good thing to have for general reasons.  Any and every reason that would compel a working Mother to quit.  The first hearing is the only chance you get to present why unless something happens in the future that presents pertinent facts you could have had no way of knowing prior to the event.
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