MEMORANDUM AND ORDER
Claimant was employed as a supervisor in the accounts payable department of a brokerage firm. She became the subject of an investigation after two of her subordinates accused her of sexual harassment. Claimant was informed of the investigation by the employer's outside legal counsel and was instructed not to discuss the accusations with either of her accusers. She nonetheless discussed the matter with one of them and then escorted her to the employer's human resources department where the woman denied having made an accusation. Claimant was discharged for violating the explicit instructions not to discuss the matter with her accusers. The Unemployment Insurance Appeal Board ruled that she was disqualified from receiving benefits because she had lost her employment due to misconduct. We affirm.
A claimant's knowing failure to comply with an employer's policies may be construed as disqualifying misconduct, particularly when such failure could jeopardize the employer's best interests (see Matter of Cruz [Commissioner of Labor], 288 A.D.2d 813; Matter of Roman [Commissioner of Labor], 277 A.D.2d 589). The record before us discloses that claimant was guilty of disqualifying misconduct when she disobeyed the directive of the employer's attorney not to discuss the investigation with the subordinates who had made the accusations against her. Claimant's conduct had the potential of jeopardizing the employer's best interests by making it vulnerable to a claim of retaliatory discrimination on the part of the employee with whom claimant discussed the matter (see Executive Law § 296; Matter of Apiado [North Shore Univ. Hosp. — Commissioner of Labor], 304 A.D.2d 884, 885,appeal dismissed 100 N.Y.2d 614; Matter of Mallard [Sweeney], 245 A.D.2d 932). Under the circumstances presented here, substantial evidence supports the Board's decision finding claimant guilty of disqualifying misconduct.
Cardona, P.J., Mercure, Carpinello, Lahtinen and Kane, JJ., concur.
ORDERED that the decision is affirmed, without costs.