Just Cause Termination
The practice of terminating an employee’s employment for a specific reason, typically related to the employee’s behaviour or performance, is known as “just cause termination.” This justification needs to be plausible and backed up by evidence of the employee’s actions or behaviour. Theft, insubordination, wilful misconduct, repeated violations of company policy, and harassment are all examples of just cause for termination.
To legitimize a noble motivation end, a business should show that they followed a fair and objective disciplinary interaction that offered the worker a chance to answer the claims against them. Typically, warnings are issued, the employee’s conduct is investigated, and the employee is given an opportunity to explain their actions. The employer must clearly explain the decision-making process to the employee if they conclude that the employee’s behaviour warrants termination.
Because it establishes a fair and objective standard for terminating an employee’s employment, just cause termination is an essential concept in employment law. Additionally, it safeguards employees from arbitrary or discriminatory terminations. But employers need to be careful to make sure they follow the right procedures and provide enough evidence to back up their decision to fire an employee for good reason. An employer could face legal action and be held liable for wrongful termination if they fail to comply.
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