British Columbia (Liquor Distribution Branch) 5 the standard of proof set out in point 3 of Boulet must be restated a result of the decision of the Supreme Court of Canada in F.H. v. McDougall 6 The onus is on the employer to prove just cause on the balance of probabilities, not on a higher standard. In the 2013 decision Chawrun v.. The British Columbia Employment Standards Act provides that where no just cause is alleged, the employer must provide the following compensation as determined by an employee's length of service: after 3 consecutive months of employment. one week's wages. after 12 consecutive months of employment. two week's wages.

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Just-cause termination is considered one of the harshest ways to be dismissed by an employer. Under Canadian law, an employer can legally apply just cause termination in the event of: "Serious employee misconduct during the employment relationship that strikes at the very root of the employment contract such that it can be said that the.. In British Columbia, termination "without cause" generally refers to situations where an employee is let go due to reasons unrelated to misconduct, such as business restructuring or downsizing. On the other hand, termination "for cause" occurs when an employee is dismissed due to serious misconduct such as theft or harassment.