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Nov 2, 2023 · Concept. “Just causes” – refer to “those instances enumerated under Article 297 [Termination by Employer] of the Labor Code, as amended. These are causes directly attributable to the fault or negligence of the employee.” (Section 4 [b], Rule I-A, Ibid .)
JUST CAUSE definition: 1. a morally good reason for taking a particular action: 2. a morally good reason for taking a…. Learn more.
noun. 1. industrial relations, US. a standard that must be met to justify the disciplining or dismissal of an employee. After a judicial hearing, the teachers were found to have been dismissed without just cause. If you can establish just cause, the employee is not entitled to notice, or pay instead of notice.
Appearing in statutes, contracts, and court decisions, the term just cause refers to a standard of reasonableness used to evaluate a person's actions in a given set of circumstances. If a person acts with just cause, her or his actions are based on reasonable grounds and committed in Good Faith.
Jan 15, 2019 · A typical just-cause provision reads, “No employee will be disciplined or discharged except for just cause.” Some agreements use “good cause,” “proper cause,” “reasonable cause,” or simply “cause.”
Just cause refers to a legitimate or legally sufficient reason. In employment law, it means an employer has a fair and honest reason for terminating an employee, typically due to misconduct or failure to perform job duties.
just cause - A reasonable and fair reason that a person with average intelligence will consider as justification for an action. This term is often used in scenarios where employment is terminated and unemployment benefits are denied.
Just cause means a legally sufficient reason. Just cause is sometimes referred to as good cause, lawful cause or sufficient cause. A litigant must often prove to a court that just cause exists and therefore the requested action or ruling should be granted.
Just cause, or valid reason, refers to a legitimate and justifiable ground for an employer to take disciplinary action, such as terminating an employee's contract, based on the employee's misconduct, poor performance, or violation of company policies.
Just causes are based on acts attributable to an employee’s own wrongful actions or negligence while authorized causes refer to lawful grounds for termination which do not arise from fault or negligence of the employee.
