Cobb v. TECO Energy Inc., 423 So. 3d 63 (Fla. 1st DCA 2025)

First District Court of Appeals Holds that the Proper “Misconduct” Analysis Must Be Guided by the Amended Text of Florida’s Reemployment Assistance Law

By
Blake J. Hood

The claimant was terminated for “misconduct,” and filed for temporary indemnity benefits, which the employer/carrier denied. The judge of compensation claims agreed with the employer/carrier that the claimant was not entitled to benefits per section 440.15(4)(e), Florida Statutes (2023). The First District Court of Appeals (DCA) affirmed the denial, agreeing that the judge correctly rejected the claimant's argument that the ruling of the unemployment agency shows there was no misconduct under the same facts. The judge noted that the outcome of the unemployment claim was not binding on him.

 

The more important aspect of the Cobb case is what it says regarding the applicable definition of “misconduct” to be applied in workers’ compensation claims. The parties and the judge cited to numerous unemployment compensation decisions as examples of application of the “misconduct” standard. However, the opinions cited by the parties utilized a previous definition of “misconduct” under section 443.036(29) Florida Statutes (2004). The First DCA noted that definition was later significantly altered in amendments effective in 2011 and 2012 to include the language below:

  • (29) ’Misconduct,’ irrespective of whether the misconduct occurs at the workplace or during working hours, includes, but is not limited to, the following, which may not be construed in pari materia with each other:

  • (a) Conduct demonstrating conscious disregard of an employer's interests and found to be a deliberate violation or disregard of the reasonable standards of behavior which the employer expects of his or her employee. Such conduct may include, but is not limited to, willful damage to an employer's property that results in damage of more than $50, or theft of employer property or property of a customer or invitee of the employer.

  • (b) Carelessness or negligence to a degree or recurrence that manifests culpability or wrongful intent or shows an intentional and substantial disregard of the employer's interests or of the employee's duties and obligations to his or her employer.

  • (c) Chronic absenteeism or tardiness in deliberate violation of a known policy of the employer or one or more unapproved absences following a written reprimand or warning relating to more than one unapproved absence.

  • (d) A willful and deliberate violation of a standard or regulation of this state by an employee of an employer licensed or certified by this state, which violation would cause the employer to be sanctioned or have its license or certification suspended by this state.

  • (e)1. A violation of an employer's rule, unless the claimant can demonstrate that:

    • a. He or she did not know, and could not reasonably know, of the rule's requirements;

    • b. The rule is not lawful or not reasonably related to the job environment and performance; or

    • c. The rule is not fairly or consistently enforced.

  •    2. Such conduct may include, but is not limited to, committing criminal assault or battery on another employee, or on a customer or invitee of the employer or committing abuse or neglect of a patient, resident, disabled person, elderly person, or child in her or his professional care.

The court explained that where the legislature uses the exact same words or phrases in two different statutes, we may assume the same meaning was intended to apply. While the statutory definition of “misconduct” under section 440.02(27) of the Workers’ Compensation Act is substantially weaker than the definition under section 443.036(29) of the Reemployment Assistance Law, the court nonetheless held that the language and case law applicable to the Reemployment Assistance Law likewise applies in workers’ compensation cases.

What’s Hot in Workers’ Comp, Vol. 30, No. 2, February 2026, is prepared by Marshall Dennehey to provide information on recent legal developments of interest to our readers. This publication is not intended to provide legal advice for a specific situation or to create an attorney-client relationship. We would be pleased to provide such legal assistance as you require on these and other subjects when called upon. ATTORNEY ADVERTISING pursuant to New York RPC 7.1 Copyright © 2026 Marshall Dennehey, all rights reserved. No part of this publication may be reprinted without the express written permission of our firm. For reprints or inquiries, or if you wish to be removed from this mailing list, contact MEDeSatnick@mdwcg.com.