I was disqualified for benefits because I was terminated from my employer along with another coworker for incorrect timekeeping.
I have requested a hearing and would like assistance as to what answers I may use when asking why I am appealing their decision. Both my coworker and I are single women with no other income or source of income within the household. Jobs are rather difficult to obtain with the economy and now with the termination on our records, that were previously spotless, it is even more difficult. The company we worked for did not use time clocks and we were on the honor system. A co-worker observed, through her judgement, that we had taken several extended lunch breaks. She reported us to the manager, we were written up, and sent back to our desks with our new set of rules and procedures, which we followed to the letter. A week later, HR came in and met with us and said that they decided to let us both go. What I am looking for is help with what I should expect and any legal grounds I have for the appeals process for Unemployment. The economy is very sluggish right now and without unemployment, we are going to both lose our place of residences...
Thank you,
Patricia

OP should go to the Hearing and tell the truth. It's employment at will which means a person can be let go (unless there's a union or employment contract) if the employer simply doesn't like the color of their eyes.

Question to OP - did you take extended lunch hours?

I would be prepared to give your testimony and have the co-worker give hers. I'm surprised if you did take an extended lunch just once that the co-worker reported you and the company took it this seriously.

The Hearing Officer will hear your testimony, her testimony, whatever the company has to say, and determine if the firing was justified. I am advised that presently the Unemployment hearings are pro-employee but I do not know if that is a fact.

Unemployment is for people who lose their jobs through no fault of their own. You are not entitled to unemployment if you were terminated for cause.

While I think the company acted incorrectly in issuing a warning and then deciding to terminate, it is their right to do so. If you abused the time keeping system then you were at fault.