title: Wrongful dismissal--an expensive mistake.
abstract: A contract of employment is based on implied terms (a nurse can be expected to work shifts while the same does not apply to a secretary in the purchasing department), on conduct (unacceptable tardiness or laxity can become an accepted term of the contract if it is not corrected by the employer), and on agreements either express (a signed contract) or implied (the acceptance of personnel manual terms during a probationary period). An employee's service can not be terminated without reasonable notice except for cause. To determine if summary dismissal (cause) is warranted, apply the test described in Stilwell v. Audio Pictures Ltd.
mesh_terms: D000041:Absenteeism; D000428:Alcohol Drinking; D002170:Canada; D004651:Employment; D006801:Humans; D010557:Personnel Administration, Hospital / Q000331:legislation & jurisprudence*; D012456:Salaries and Fringe Benefits; D013317:Strikes, Employee