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Board Ju Ju for our favorite Star and her 'Good Fight'
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<blockquote data-quote="InsaneCdn" data-source="post: 524855" data-attributes="member: 11791"><p>I don't know your laws.</p><p>Here? Well, Ok, up here they do tend to try to protect the employee a little bit. So maybe this doesn't apply. But... Here, unless you pull something that is extreme, they cannot terminate without a history of escalating issues, all written up and documented properly. Extreme = major theft, harassment in the workplace, significant safety violations... things that, if they gave you a second chance, would mean that the rest of the staff would walk out. Black and white stuff. Not following a policies-and-procedures manual? You'd better have a long document of corrective actions attempted, escalating issues, etc. No paper trail? It becomes a "layoff".</p><p></p><p>So, what happens here is... if they want to get rid of somebody? They just re-organize the department so that the position is no longer needed, and give you an "immediate layoff" notice. Which means, no recourse on the job but you do get unemployment. It's less hassle than being slapped with a wrongful dismissal suit - and dismissal for cause requires lots of accurate paper trail that nobody has time to do.</p><p></p><p>Here's hoping there's some common sense in the system somewhere!</p></blockquote><p></p>
[QUOTE="InsaneCdn, post: 524855, member: 11791"] I don't know your laws. Here? Well, Ok, up here they do tend to try to protect the employee a little bit. So maybe this doesn't apply. But... Here, unless you pull something that is extreme, they cannot terminate without a history of escalating issues, all written up and documented properly. Extreme = major theft, harassment in the workplace, significant safety violations... things that, if they gave you a second chance, would mean that the rest of the staff would walk out. Black and white stuff. Not following a policies-and-procedures manual? You'd better have a long document of corrective actions attempted, escalating issues, etc. No paper trail? It becomes a "layoff". So, what happens here is... if they want to get rid of somebody? They just re-organize the department so that the position is no longer needed, and give you an "immediate layoff" notice. Which means, no recourse on the job but you do get unemployment. It's less hassle than being slapped with a wrongful dismissal suit - and dismissal for cause requires lots of accurate paper trail that nobody has time to do. Here's hoping there's some common sense in the system somewhere! [/QUOTE]
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