What must employers provide to Just Cause Employees before terminating their employment?

For Just Cause Employees, the essential requirement before termination is that employers must provide a valid reason for the termination. This concept stems from the principle that Just Cause Employees have a certain degree of job security, and their employment can only be terminated for legitimate reasons, such as misconduct or failure to meet performance standards.

Utilizing just cause ensures that the firing process is fair and that the employee has the right to understand the reasons behind their termination. This requirement is rooted in the idea of protecting employees against arbitrary or capricious firing, thereby fostering a more equitable workplace.

In this context, while options like written notice of termination or a performance review might play a role in documenting the employment process, they do not satisfy the fundamental obligation of providing a valid reason. Similarly, a severance package is not a standard requirement linked to the just cause standard but might be offered as part of company policy or in specific circumstances. Hence, the focus remains on the necessity for a valid reason to encapsulate the just cause termination process.