17 Ark. App. 72 - Shipley Baking Co. v. Stiles’s Empirical Analysis
1986
Citation profile
2 federal appellate · 23 state decisions
How this case has been cited
Cited by 25 later decisions — most recently May 2005 · most notably 50 Ark. App. 77 - George's Inc. v. Director, Employment Security Department (1995), Boothe v. Director, Employment Security Department (1997)
2 federal appellate · 23 state decisions
Later decisions citing this case, by decade. The current decade is in progress, and our corpus holds fewer opinions from the most recent years, so the latest bars are undercounted — not a real decline.
Relationships
Relies on Harris v. Daniels · 1 Ark. App. 114 - Nibco, Inc. v. Metcalf · 9 Ark. App. 59 - Feagin v. Everett · St. Vincent Infirmary v. Arkansas Employment Security Division · Dillaha Fruit Co. v. Everett
Most-quoted passages
The sentences later courts lift from this opinion, ranked by how many decisions quote each — the parts of the opinion doing the work. These counts are smaller than the citation total above because most of the 25 citing decisions cite the case generally; a passage count includes only decisions quoting that exact language verbatim.
“To constitute misconduct, however, the definitions require more than mere inefficiency, unsatisfactory conduct, failure in good performance as the result of inability or incapacity, inadvertencies, ordinary negligence in isolated instances, or good faith error in judgment or discretion. There must be an intentional or deliberate violation, a willful or wanton disregard, or carelessness or negligence of such degree or recurrence as to manifest wrongful intent or evil design.”
1 later decision quote this exact passage“In order for an employee’s action to constitute “misconduct,” it must be an act of wanton or willful disregard for the employer’s interest, a deliberate violation of the employer’s rules, or a disregard of the standard of behavior that the employer has a right to expect of his employees.”
1 later decision quote this exact passage“an intentional or deliberate violation [of employer rules], a willful or wanton disregard, or carelessness or negligence of such degree or recurrence as to manifest wrongful intent or evil design ...”
1 later decision quote this exact passage
How this case has been treated — in progress
Whether each later court followed, distinguished, criticized, or overruled this decision. The treatment classification (task #35) runs highest-cited cases first and lights up here as it reaches this one.