Just Cause vs. Authorized Cause: Grounds for Termination
218.00 US$
Published date: November 24, 2024
- Location: 8770, Manu'a, Japan
The termination of an employment contract is a significant event with far-reaching consequences for both the employer and the employee. To ensure fairness and legality, labor laws typically outline specific grounds for termination, broadly categorized as just cause and authorized cause.
Just cause refers to circumstances where an employee’s misconduct, negligence, or breach of contract justifies their dismissal. It is typically linked to the employee’s performance or behavior. Examples of just cause include gross misconduct, habitual neglect of duties, fraud, or theft. These actions are considered serious enough to warrant immediate termination without notice. To successfully terminate an employee based on just cause, the employer must generally prove the employee's wrongdoing through substantial evidence.
On the other hand, authorized cause is grounded in economic or business reasons beyond the employee’s control. It is often related to the employer’s operational decisions.
Just cause refers to circumstances where an employee’s misconduct, negligence, or breach of contract justifies their dismissal. It is typically linked to the employee’s performance or behavior. Examples of just cause include gross misconduct, habitual neglect of duties, fraud, or theft. These actions are considered serious enough to warrant immediate termination without notice. To successfully terminate an employee based on just cause, the employer must generally prove the employee's wrongdoing through substantial evidence.
On the other hand, authorized cause is grounded in economic or business reasons beyond the employee’s control. It is often related to the employer’s operational decisions.
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