The rationale for the standard is that the sanction imposed for misconduct is to be proportional — dismissal is warranted when the misconduct is sufficiently serious that it strikes at
the heart of the employment relationship.
However, where the single act of dishonesty is particularly severe and goes to
the heart of the employment relationship, it could be grounds for just cause.
The trial judge decided that the employee's failure to supervise and take any remedial steps once the roping problem was brought to his attention, combined with his dishonesty about what had happened, went to
the heart of the employment relationship.
Not exact matches
Finding truth and managing risk The complex
relationships and practices at the
heart of employment disputes demand constant vigilance and skilled investigation — and MG+M delivers.