CommerceGuard.org is the primary site of the Commerce Accountability Project (CA Project, LLC), an organization dedicated to exposing anti-competitive, anti-labor and anti-consumer practices in industry. We rely on the support of the public to continue our work. If you would like to support us, please consider donating or volunteering. You can learn more about us here.
Glossary
InsuranceFinanceHealthcareEmployment LawPrivacy
Glossary > Employment Law > Labor Relations > Labor Arbitration
Legal Disclaimers

Just Cause

Just Cause in employment law refers to the principle that an employer must have a valid reason, backed by evidence, for taking certain disciplinary actions against an employee, such as termination. This principle ensures that employees are treated fairly and that employers act reasonably in their decisions regarding employee discipline.

Example #1

For example, if an employee is accused of violating a company policy, the employer must investigate the situation thoroughly before deciding if disciplinary action is warranted based on the evidence gathered. This process follows the principle of Just Cause.

Example #2

Another example is if an employer wants to terminate an employee for poor performance, they must provide documented evidence of the employee's underperformance and give the employee a chance to improve before taking disciplinary action.

Misuse

Misuse of Just Cause can occur when an employer fails to conduct a proper investigation, acts on discriminatory motives, or fails to provide clear reasons for disciplinary actions. This can lead to unfair treatment of employees, wrongful termination, and a disregard for employee rights. Protecting against misuse of Just Cause is crucial to ensuring that employees are not unfairly penalized or deprived of their job security.

Benefits

The benefit of Just Cause is that it promotes fairness and accountability in the workplace by requiring employers to have a legitimate reason, supported by evidence, for taking disciplinary actions against employees. This helps prevent arbitrary or discriminatory decisions that could negatively impact employees' livelihoods and well-being.

Conclusion

Just Cause is a fundamental principle in employment law that safeguards employees from unjust disciplinary actions and ensures that employers act reasonably and fairly in their dealings with their staff. By upholding Just Cause, employers are held accountable for their decisions, and employees are protected from arbitrary or discriminatory treatment.

Related Terms

Wrongful TerminationDiscrimination

Last Modified: 4/30/2024
Was this helpful?