A Termination Letter For Lying is a critical document used when an employer has sufficient evidence to terminate an employee's employment for cause due to dishonesty. In the Canadian legal context, dishonesty can constitute just cause for dismissal, but the response must be proportionate to the severity of the misconduct, as established in McKinley v. BC Tel. This document must be carefully drafted to include specific instances of dishonesty, supporting evidence, and clear connections to violated workplace policies or employment terms. The letter should be compliant with both federal and provincial employment standards, ensuring all statutory requirements are met. It serves multiple purposes: formally communicating the termination decision, documenting the cause, outlining final arrangements, and protecting the employer's legal interests in potential future disputes.
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1. Letter Header: Company letterhead, date, and formal addressing to the employee including their name and address
2. Statement of Termination: Clear statement indicating employment termination and effective date
3. Grounds for Termination: Specific instance(s) of dishonesty with dates and details of the false statements or misrepresentations
4. Policy Reference: Reference to relevant company policies, code of conduct, or employment agreement clauses that were violated
5. Evidence Summary: Brief summary of the evidence supporting the allegations of dishonesty
6. Final Pay Details: Information about final salary payment, including any statutory entitlements
7. Company Property: Instructions regarding the return of company property and deadline
8. Confidentiality Reminder: Reminder of ongoing confidentiality obligations
9. Closing: Formal closing, signature block for authorized company representative
1. Severance Details: Include if the company is offering any severance package despite the for-cause termination
2. Benefits Continuation: Include if there are any benefit continuations or conversions available
3. Reference Policy: Include if specifying how future employment references will be handled
4. Legal Release: Include if offering any payments in exchange for a release of claims
5. Exit Interview: Include if an exit interview is to be scheduled
6. Transition Details: Include if there are specific handover requirements for work in progress
1. Evidence Documentation: Copies or summaries of evidence supporting the allegations of dishonesty
2. Final Pay Calculation: Detailed breakdown of final pay including any statutory entitlements
3. Company Property Checklist: List of company property to be returned
4. Relevant Policy Excerpts: Copies of relevant sections from company policies or employment agreement
5. Benefits Summary: Details of benefit termination dates and conversion options if applicable
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