In short, if the misconduct is performance-related, the employer must put in place a “performance improvement plan” that must indicate the following in writing: Once the employee is given a reasonable opportunity to improve, they may be terminated for cause. This plan must also include a written warning to the employee indicating the seriousness of failing to abide by it.
![what is just cause what is just cause](https://conversationsabouther.net/wp-content/uploads/2019/05/justcause.jpeg)
After the employee is notified that their performance has been subpar, the employer must create a progressive disciplinary plan in which the misconduct in question is made evident and a plan for its remedy put in place. If an employee is consistently not performing to the required standard, an employer may dismiss them with cause after repeated instances however, this can only be done after expectations have been communicated. Termination for cause is difficult to determine because it is highly contextual: it considers several factors related to the employee, such as age and the length of employment, and to the employer, such as the relevant employer policies or practices. If an employee is not performing to the expected standard, it is easiest to dismiss them without cause. Minor performance issues are usually not sufficient to terminate an employee for cause.
![what is just cause what is just cause](https://cdn.gamer-network.net/2015/usgamer/Just-Cause-3-Shot--(10).jpg)