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angry employee

By Christina Catenacci, BA, LLB, LLM, PhD | 2 Minutes Read March 29, 2012

No proportionality, no cause for termination

Manitoba's Court of Queen's Bench recently confirmed that a termination for cause was inappropriate, given that it was not proportional to the employee’s conduct. As a result, the employer had to pay 12 months' severance as set out in the employment agreement regarding a termination without cause.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Employment Standards / altercation, anger management, angry employee, conduct and behaviour, Disciplinary measures, discipline, employee conduct, employment contract, employment law, manitoba, progressive discipline policy, proportionality, reasonable discipline, Sanctions, severance, severity of an employee’s misconduct, suspension, terminate, termination for cause, termination notice, workplace investigation, wrongful dismissal

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