{"id":25239,"date":"2010-03-16T20:57:08","date_gmt":"2010-03-16T20:57:08","guid":{"rendered":"https:\/\/toronto-employmentlawyer.com\/?p=235"},"modified":"2023-02-07T22:00:11","modified_gmt":"2023-02-07T22:00:11","slug":"discipline-in-the-workplace","status":"publish","type":"post","link":"https:\/\/toronto-employmentlawyer.com\/blog\/employment-contracts\/discipline-in-the-workplace\/","title":{"rendered":"Discipline in the Workplace"},"content":{"rendered":"

By Cedric Lamarche<\/a>
\nMany people in the workforce often wonder what reasonable consequences or \u201cpenalties\u201d employers can impose on employees as a result of performance issues or misconduct.\u00a0 The answer to this question will vary depending on the circumstances of every case.\u00a0 That said, employees and employers alike should know that Canadian courts have consistently upheld the legal doctrine of progressive discipline.
\nProgressive discipline, as the name suggests, contemplates the gradual escalation of disciplinary action by an employer.\u00a0 Pursuant to this concept, employers should avoid jumping the gun in handing down \u201cpenalties\u201d.\u00a0 For example, if an employee violates a safety policy in the workplace by failing to wear the proper safety gear, it would be unreasonable and unfair for the employer to immediately suspend or dismiss the employee for the infraction.\u00a0 A court would likely view such consequences as being premature.
\nIn instances where an employee\u2019s performance or conduct is at issue, the employer should clearly provide the employee with the following:<\/p>\n

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