MCS 3040 CHAPTER 21

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Department
Marketing and Consumer Studies
Course
MCS 3040
Professor
Joseph Radocchia
Semester
Winter

Description
CHAPTER 21 – Terminating The Employment Relationship Dismissal of Just Cause - employee conduct that amounts to fundamental breach of the employment contract. Employee is guilty of one or more of the following: 1. Serious misconduct - Intentional harmful conduct of employee that permits employer to dismiss without notice • Progressive Discipline Policy - sequence of employee discipline from less to more severe punishment • Condonation - Employer behavior that indicates to the employee that misconduct is being overlooked 2. Habitual Neglect of Duty - persistent failure to perform employment duties (like being on time for work) 3. Incompetence - Lack of ability, knowledge or qualification to perform employment obligations 4. Conduct Incompatible – Conduct incompatible with duties or prejudicial to the employer’s business 5. Willful disobedience - Deliberate failure to carry out lawful and reasonable orders Dismissal With Notice Reasonable Notice Periods Determine how much notice, the primary factors that need to be considered: • Character of employment – (Higher level = more notice) • Length of service – (Longer period = more notice)
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