Employee dismissed for drunk work cannot rely on employer's procedural errors in proving misconduct.

The Supreme Court dismissed the employee's cassation appeal regarding his dismissal for drunk work. The employee argued that the employer failed to follow internal procedures for investigating his drunkenness, citing a lack of witness testimony and conflicting expert opinions. The court held that while the employer had procedural flaws, the employee's gross violation of duties was clearly established by the facts, preventing him from successfully challenging the dismissal based on those errors.