An employee may be terminated for cause if the employer has proof that the employee has engaged in conduct which is serious or egregious enough to undermine the entire employment relationship between the parties. Simply put, just cause generally requires proof of severe misconduct, gross negligence, or an ongoing pattern of incompetence on behalf of the employee. Some examples of conduct that may establish “just cause” are as follows:
Theft or fraud in the workplace;
Persistent incompetence or negligence in completing assigned duties;
Harassment or abuse towards other coworkers, clients or customers;
A clear pattern of insubordination or intentional non-compliance;
Off-duty misconduct which has caused substantial harm to the employer; and
Engagement in competing business activities which caused established economic harm to the employer.