Primary Principles Which Prove ‘Just Cause’ In Employment Dismissal

dismissed from workThere are many reasons why you might be dismissed from your job. The most common is a breach of your company’s code of conduct. For your company to dismiss you for breach of conduct, it must comply with the ‘just cause’ clause of employment law.

The principles of this clause ensure your dismissal is fair and legal. If you think your dismissal was unfair in any way, get Townville-based solicitors to assess your case and advise you. Here are the primary principles that support ‘just cause’ in job dismissal.

Reasonable Work Order or Rules

In case you have been dismissed for breaking specific company rules, the rules should be reasonable to the company’s operation and efficiency. These rules should also be easy to understand and applied to all employees in the company without bias. Your disciplinary record plays a significant role in determining whether the violation of a work order was sufficient grounds for your dismissal.

Notice

Before dismisssing you, the company must provide sufficient evidence that you were made aware of the regulations and consequences for breaking them. The issue should also have been raised in previous disciplinary actions and the warnings filed in your employment file. In cases of gross misconduct like job abandonment, insubordination, and theft, however, prior notice is not necessary.

Fair and Sufficient Investigation

Before dismissing you, your employer must have conducted a thorough and impartial investigation. You should be given a chance to give your side of the story. To form the basis for your dismissal, the evidence collected during the investigation must be solid and substantial.

If your dismissal breached any of the above principles, there are various legal options for you. You can get reinstated or win a fair compensation. The cost of your lawsuit need not be an obstacle since it can be deducted from your settlement or the defendant may be obliged to pay for your legal representation.