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Termination for Cause – Employer’s Duty to Investigate
Employers are required to conduct an investigation into the nature of the allegations and should interview not only the individual making the complaint, but also the employee’s superiors, co-workers and, most importantly, the accused employee.
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Non augue condimentum convallis. Donec id nulla semper eros elementum lacinia. Pellentesque nisl quam, posuere id mi eget, porttitor eleifend elit. Donec nec sapien at enim ultrices suscipit blandit et ipsum. Sed purus massa, suscipit nec eros sit amet, condimentum scelerisque ipsum. Nunc nisl urna, fringilla at massa aliquam, aliquet scelerisque augue.
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Sed pulvinar lectus ultricies. Donec in ex tincidunt, aliquet sem et, suscipit lacus. Vivamus risus dolor, condimentum sit amet ante ut, vestibulum condimentum mauris. Nunc nec dictum felis. Donec vel maximus ligula, vitae venenatis nisl. Sed non arcu ut tortor fringilla volutpat. Ut eu velit mauris. Etiam magna odio, varius in mollis vitae, venenatis ac sem. Fusce id turpis efficitur, molestie lacus sed, imperdiet ante. Praesent hendrerit venenatis malesuada.
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Sociosqu ad litora torquent per conubia nostra, per inceptos himenaeos. Curabitur accumsan, massa in consectetur tincidunt, lorem mi sodales nulla, at fermentum enim risus sed libero. Suspendisse iaculis hendrerit diam, quis sagittis risus venenatis vel. Integer interdum lorem eu orci auctor consectetur sed eget ante. In accumsan laoreet elit nec rutrum. Aliquam blandit diam in augue pellentesque tincidunt. Suspendisse non accumsan ex, at varius ante.
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Fusce eleifend, mi id posuere malesuada, ante arcu interdum lacus, et fermentum eros orci sit amet tellus. Quisque sem ante, placerat non scelerisque sit amet, luctus ut dui. Sed facilisis rhoncus sapien, nec varius tortor. Aliquam eleifend placerat justo, et consectetur sapien viverra ultricies. Donec vel tristique justo, non congue erat.
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Considering the seriousness of terminating an employee for cause, there is an obligation on the part of the employer to conduct a thorough and appropriate investigation into all allegations against its employees. These allegations include, but are not limited to, theft, fraud, or sexual harassment.
Employers are required to conduct an investigation into the nature of the allegations and should interview not only the individual making the complaint, but also the employee’s superiors, co-workers and, most importantly, the accused employee. There is a legal obligation to allow the accused employee to respond to any allegations of wrongdoing. Failure to include the accused employee in any investigation could result in a termination for cause being overturned in court. Furthermore, the investigation must be adequate and the findings must be consistent to justify a termination for cause.
In Murrell v. Burns International Security Services Ltd. (1994), 5 C.C.E.L. (2d) 123 (Ont. Gen. Div.), the Plaintiff was alleged to have committed sexual harassment in the workplace and was terminated for cause as a result. The court determined that the Plaintiff was wrongfully dismissed because there was no justification to terminate the Plaintiff after an investigation occurred, “as that matter was investigated and dealt with. Rivenbark did not find it a reason to justify dismissal then and since there has been no repetition of the impugned conduct, it cannot now be deemed to be cause for dismissal.” In fact, the Plaintiff was warned and the employer found no evidence of any sexual harassment in the investigation. As the employer failed to provide for an appropriate resolution to the allegations and instead terminated the Plaintiff, the Plaintiff was awarded a termination package.
Ertl Lawyers – Ontario Employment Lawyers
If you have questions regarding wrongful dismissal, constructive dismissal, severance pay, or any other employment matter, contact Ertl Lawyers today for a free phone consultation!
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