Re:What's good for the goose is good for the gande (Score 1)

Yes, but Just Cause is a discrete, knowable doctrine, and can be rebutted if the employee wants to pursue a claim of wrongful dismissal. You can't just say you have just cause, and have the problem go away. Also, usually only in cases where a transgression is severe (i.e. theft, fraud, lying, etc) is it legal to terminate without a second incident.

Also, in every Canadian province there are employment laws that require a certain period of notice upon termination. The money they give you is in lieu of your notice, which is generally two weeks, but can increase with long-term employment. Also generally, if they terminate you for just cause, they *don't* owe you compensation or notice in lieu of compensation.

IOW, you either get notice or pay in lieu of notice, or termination for just cause.