We are often contacted by employees that have been terminated from their employment for cause. Employers give any number of reasons to form the basis for a just cause dismissal; however, a Court will only uphold a decision to terminate an employer for just cause in the most extreme situations.
In many cases, where an employees performance is below average, if they have been subjected to limited discipline in the past, or if an employer policy indicates that they will be terminated for cause if you engage in “X, Y, or Z” behavior, the employer attempts to rely on these factors to justify a dismissal for cause. Courts will assess the facts of each particular case and are not overly concerned with the specific employer policy. Court precedent and its application to the particular case at bar determine whether there is just cause for termination; not the employer’s arbitrary policy.
It is critical that you consult an employment lawyer following a termination for cause to ensure your right are protected. At Goldstein Law, we offer a free consultation to assess your severance package and termination letter to determine whether the employer has provided for your full legal rights on the termination of employment. Please contact us today for an employment law consultation.