Looking at termination as a predicament, it is quite critical to deal with it. Employers & workers have several reasons to separate, but termination of jobs is not a favorable result, either for the employer or for the employee. Bosses & workers can encounter several reasons to go on separate paths however, terminating an individual’s job is not deemed to be a favorable result for either of the two. So, when does termination occur? In simple words, termination for cause usually happens if a worker makes a serious mistake.
Termination for cause arises if the behavior of a worker in the office, relationships with their colleagues, contact with their boss, or methods of handling a client or supplier become so objectionable that they warrant termination of employability, often promptly.
Common Termination Reasons
When an individual is terminated for cause, it means they are being terminated because they did something that is against the company’s laws or something that doesn’t consider them for the company. The specific reason for termination is clearly mentioned in the letter.
For any acts an organization recognizes to be serious delinquency, termination for cause can arise. Instances of these scenarios typically involve:
- Breach of an organization’s moral code or policy
- Non-compliance with company policy
- Abuse or attempted abuse
- Bullying or intimidating an individual
- Stealing from the company
- Impersonating a superior
- Fabricating information or documents
- Serious disobedience
- Sexual misconduct
- Not passing drug/alcohol tests
- A record of offenses
- Viewing pornography
These are only some of the many reasons for termination for cause.
Note: In case you are facing a situation that you have never experienced before it is necessary to consult a lawyer so he/she can guide you according to the customization of the circumstances.
Instant Consequences of Termination for Cause
Cause termination is typically prompt when an employer has collected the required paperwork & facts. As soon as the employer has collected the required paperwork & proof the termination is typically prompt. After that, a meeting is arranged with the worker, the boss & an HR official.
If a worker is terminated for cause, the company may not be obligated to pay employment remuneration. However, it is necessary to run on a check on this with your lawyer as laws & policies may differ around the globe.
In addition, an employer who terminates an employee for a reason is not required to pay severance. This delivers a twofold impression that confuses the worker leaving, puzzles a judge in a potential case & provides a negative example of the company.
Examples of Termination of Cause
Here are examples of some true cases that caused the termination of certain individuals:
- In ABC Company, a man brought a gun to the office premises. He showed & played around with it, making his colleagues uncomfortable & unsafe. The employees reported this incident to their superior who immediately took an action because the company had a strict no-gun policy. Police were informed about the gun’s possession as well.
- In XYZ Company, the IT department detected how they could not access an individual’s computer. He had programmed his computer in such a way that no one could view what he was up to. He had also made changes to his cubicle so no other employee could glimpse at his screen or him. After inquiry, it was discovered that the individual had been watching porn during his working hours & playing games. He was dismissed without a second left wasted.
Disclaimer: The information shared in this article is generalized advice. Laws for termination may vary from state to state. Laws keep changing from time to time as well. So it is best to contact a lawyer to make a fully educated termination letter.
Comprehending Termination for Cause
Termination for cause is an extremely consequential matter for a company, business or organization. The boss & the worker have several reasons to go one’s separate ways, however, employment termination for cause is not a very attractive course of action for either the boss or the worker.
This type of termination will only be used when the employee has made an unfixable mistake, made a decision that was not suitable or according to the company’s policies or could be something they did on purpose. So the employer becomes convinced or is obligated to think that it is best to fire the employee. The outcome of this is that the worker has to walk out of the building immediately. They are usually sent out with guards.
Disclaimer: It is important to keep in mind that the above-mentioned information isn’t confirmed to be a hundred percent correct as every country or state have laws of their own. However, it is reliable information. This content is created generally to be read by everyone around the globe. It is obvious that employment laws around the globe can be different from each other. It is necessary to confide in an attorney or your company lawyer to become aware of the laws of your state before you terminate an employee. This content is to provide you with general guidance, insights & support.
For either the boss or the worker, deciding to terminate someone comes with serious ramifications. So while you are at it, be aware of enough to make the letter valid, fair, & reasonable to every individual involved.
Most importantly, seeking advice from a lawyer before you make the decision is necessary. This way you can avoid your company from getting stuck in a lawsuit.