Just cause refers to a legitimate or legally sufficient reason. In employment law, it means an employer has a fair and honest reason for terminating an employee, typically due to misconduct or failure to perform job duties.
The concept of just cause is critical in determining whether an employee's termination was lawful or constituted wrongful termination.
It protects employees from arbitrary dismissal, ensuring that terminations are based on substantive reasons such as poor performance, misconduct, or economic necessity.
Just cause is evaluated through factors like the employee's knowledge of the employer's expectations, the employer's investigation before termination, and the fairness of the punishment.
Employment Law: Central to disputes over wrongful termination and disciplinary actions.
Labor Relations: In unionized workplaces, just cause standards often govern disciplinary actions and are integral to collective bargaining agreements.
Many believe that just cause for termination implies misconduct or gross negligence. However, it can also encompass the inability to perform job duties satisfactorily, redundancy, or other substantial reasons unrelated to misconduct.
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