It is very difficult to show just cause for terminations. There must be documented performance or behavioural issues. Terminating a worker for cause is a serious matter presenting a risk to the employer on many levels.

Just cause means a worker has done something seriously incompatible with the continuation of the employment relationship. Such action may include both job performance and behaviour.

Examples include intentionally disregarding duties (non-performance), and dishonesty such as stealing (behaviour).

Employers must give notice of termination to the affected worker.  Employers can require a terminated worker to work until the end of the notice period, e.g. two weeks, or provide them with pay (compensation for length of service) instead of notice.

Retaliation means dismissing an employee for filing a workplace safety claim (or for raising the safety issue) or because the worker took a protected leave (such as maternity).

Without cause means there is no specific reason for the termination. An employer is typically free to terminate a worker without cause.

Warning: prior to termination, always check to ensure that any underlying human rights issues are addressed. 

Terminate means to end the employment relationship, commonly known as firing, dismissing, or letting someone go.

Employers can terminate workers at any time but their reasons for doing so may give rise to claims for wrongful termination. Terminations cannot be retaliatory or in violation of the Human Rights Act.

The Human Rights Act forbids discrimination (unfair treatment based on a personal characteristic) in employment at all stages, including discipline.

Culpable misconduct inappropriate and deliberate behaviour violating the employment relationship. The behaviour must be intentional and the employee at fault. For example, an employee who calls in sick when they are not, is acting intentionally.