Summary
In New Brunswick, if terminated for insubordination or harassment without clear consequences or corrective measures, you may have grounds for wrongful dismissal. Employers must follow specific procedures, including providing clear expectations, conducting investigations, and offering corrective actions before termination. Long-term employees may be entitled to severance pay unless dismissed for cause. Progressive discipline typically involves verbal and written warnings, suspension, and termination as a last resort. If terminated without these steps, consider consulting a legal expert to assess potential wrongful dismissal.Full Conversation
In New Brunswick Canada if I was fired for insubordination but was
It seems like your message got cut off. Could you please provide more details about your situation? Specifically, were there any particular circumstances or events that led to your termination for insubordination? This information will help me provide more relevant legal information.
In New Brunswick Canada if I was terminated for insubordination after * and */2 years of employment but was never given clear consequences of my actions and was fired immediately
In New Brunswick, employment law involves aspects of both federal and provincial regulations. Here's some information that might be relevant to your situation:
- Wrongful Dismissal: If you were terminated without proper cause or procedure, you might have a case for wrongful dismissal.
- Severance Pay: Generally, long-term employees may be entitled to severance pay unless dismissed for cause.
- Employment Standards: Employers must follow set procedures before termination.
Given your long tenure, it may be worth discussing your case with a legal expert. Would you like to be connected to local lawyers who can assist with your case?
How should an employer deal with insubordination
Employers typically handle insubordination by following these steps:
- Clearly define expectations and consequences.
- Document instances of insubordination.
- Conduct a fair investigation.
- Offer corrective action or training.
- Consider progressive discipline before termination.
Ensure compliance with employment standards in New Brunswick.
What is considered progressive discipline for insubordination
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Progressive discipline for insubordination typically includes:
- Verbal warning for minor infractions.
- Written warning for repeated behavior.
- Suspension or demotion if the behavior continues.
- Termination as a last resort, if previous steps fail.
Employers should document all steps and ensure compliance with employment standards.
If I was terminated for insubordination in New Brunswick Canada but I was never given a suspension before my termination
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If you were terminated without a suspension or clear consequences, it might be worth exploring whether your termination was procedurally fair. You could consider discussing with a legal expert to assess potential wrongful dismissal. Are you looking for more specific guidance on how to proceed?
If after * and */2 years I was terminated for possible harassment against a coworker but was never given proper chance to fix my actions or any clear consequences of my actions
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In New Brunswick, employment law requires employers to follow specific procedures for termination, especially in harassment cases. Employers should provide clear expectations, conduct investigations, and offer corrective measures before termination.
You might consider discussing your situation with a legal expert to explore potential wrongful dismissal. Would you like more specific guidance on how to proceed?
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