“One of our employees was hired at an entry-level position, but has worked her way up to a mid-level management position. Her employment contract was never renegotiated and we are now debating firing her based on the termination provisions in her original contract. Is this contract still valid?”
“We have an employee who is always making minor mistakes. Despite our efforts to provide her with proper training and encouragement, these mistakes continue to occur with an increasing frequency. We would like to terminate her, but feel that the conduct is not sufficiently serious to amount to just cause. What can we do?”
Terminating employees can be a highly contentious area. Our lawyers regularly advise employers with respect to disciplining employees in both unionized and non-unionized workplaces. As the common law and legislative requirements often differ, we clarify what constitutes just cause for termination, notice requirements for non-disciplinary dismissal, and severance and termination pay requirements.
To avoid unnecessary and costly litigation, our lawyers advise on the proper course of action before the decision to discipline or terminate has been made. We also help employers defend their decisions to terminate the employment relationship in the following instances:
At times, where an employer must effect mass terminations, we advise on the special rules and procedures required by workplace legislation, as well as how potential liability might be limited.