In an unemployment compensation case involving a claim of misconduct, the employee argued that the employer’s failure to follow the procedures set forth in their handbook was a defense against the misconduct claim. The court reasoned, however, that the focus of an unemployment case is on the employee’s behavior, not on the employer’s failure to follow its own procedures. Although this argument may be available in unemployment cases, it is unclear whether it would be available in general court cases. This is a good reminder that any procedures set forth in the handbook, as far as discipline is concerned, should be clear that they are not mandatory, and may be ignored in any specific case. Stagg v. Vintage Place, Inc. (Minn. Sup. Ct. 2011).