A recent decision by the Court of King’s Bench of Manitoba serves to highlight the importance of practicing procedural fairness when terminating employees — even if there seems to be clear and just cause.
The worker in this case was 61 years old at the time of his termination and had been an employee of CN for 34 years, during which time he had worked his way up to a management position.
Up until the incidents leading up to his termination, the employee had an “unblemished record”, having never been disciplined or charged with misconduct throughout the entire length of his employment. Still, he was terminated without notice and with just cause.
