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Termination of a poorly performing employee

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In Ontario, in a non-unionized workplace, is it true that employers can only terminate an employee if there is just cause to do so? Why or why not, explain your answer.

Due to budget constraints, an employee working for the City of Toronto is demoted from senior engineer to junior engineer. The employee did not receive a change in pay, but no longer has access to a spending account and no longer participates in senior management meetings. Did the City of Toronto break the law in demoting this engineer? Why or why not? (Be sure to use the appropriate legal concept(s) in your answer).

In an attempt to make the termination of a poorly performing employee less painful, a manager promises to give the employee a 'glowing' (i.e. very good) letter of reference. Is this manager correct in doing this? Why or why not? (Be sure to use the appropriate legal concept(s) in your answer).

In Ontario, if a non-unionized employee is wrongfully dismissed, what specific courses of legal action do they have to address this situation?

Reference no: EM133181034

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