So.2d 1225, 1227 (Fla. 2d DCA 1989). Courts have defined good cause as “a reason which would be deemed by reasonable men and women valid and not indicative of an unwillingness to work.” Id. at 1228. In determining whether such good cause exists, courts have held that an employer’s failure to provide its employees with a tolerable work environment is good cause for leaving employment attributable to the employer. See Lovett v. Fla. Unemployment Appeals Comm’n, 547 So.2d 1253, 1254 (Fla. 1st DCA 1989); Wilson v. Fla. Unemployment Appeals Comm’n, 604 So.2d 1274 (Fla. 4th DCA 1992). A tolerable work environment includes the employer refraining from inflicting verbal abuse upon the employee. See Gollet Enters. E., Inc. v. Fla Unemployment Appeals Comm’n, 630 So.2d 1166 (Fla. 4th DCA 1993)(<HOLDING>). The referee, relying on Gollet, found that
holding that review of good cause determination to avoid dismissal for speedy trial purposes is abuse of discretion holding verbal abuse by the employer provided good cause for the employee to resign voluntarily holding that an employee could not establish pretext when the employer in good faith believed that the employee engaged in misconduct regardless whether the employee in fact engaged in the misconduct holding lack of prejudice to the defendant is not good cause holding that employee who resigned left voluntarily where employer accepted resignation told employee not to come to work anymore and paid employee through end of notice period