Make sure you are not falsely accused of misconduct by an employer. Misconduct is willful attacks on the company, management or co-workers. It could be deliberate damage of the employer's property or that of co-workers, sabotage of operations, making pejorative comments about co-workers, the company or its service/ products. It could be using violent language or physical violence or threats of violence at the workplace or at work-related activities. It could also be repeated insubordination, which is refusal to carry out normal, agreed-upon work duties or specific instructions about tasks that properly fall under your job responsibilities.
Sometimes, competency issues get confused with misconduct. That is to say that mistakes or omissions in carrying out work may be mistakenly labeled misconduct. Incompetency would be repeated, proven mistakes of regular duties. It would not be legitimate to declare incompetency in the case of occasional or common errors, or circumstances such as fatigue and distractions and environmental issues (air quality, etc.) that increase the probability of errors. A person could be released from a contract or employment if there are consistent competency issues. However, the employer would have to discuss the mistakes and take measures to correct them with the employee's cooperation and efforts before a dismissal could take place.
Even in the case of real misconduct, there would have to be meetings to discuss the problem and warnings, giving the employee a chance to improve their behaviour or resolve a situation such as antagonism or conflict at work.
Do not accept a claim of either misconduct or incompetency if it seems to be invalid. Question the claim and do not engage in discussions of misconduct or incompetency if it appears obviously invalid, for doing so can incriminate yourself.