A Termination Letter For Dishonesty is a critical document used when an employer must terminate an employee's employment for cause due to proven dishonest conduct. This document is specifically tailored to meet Canadian legal requirements, including compliance with federal and provincial employment standards. It should be used when a thorough investigation has confirmed employee dishonesty such as theft, fraud, falsification of records, or other serious breaches of trust. The letter must carefully document the specific instances of dishonesty, reference any prior warnings or disciplinary actions, and clearly state the termination decision. It includes important details about final pay, benefits termination, company property return, and continuing obligations. Given the serious nature of for-cause termination in Canadian employment law, this document should be reviewed by legal counsel before issuance to ensure it meets all jurisdictional requirements and protects the employer's interests.
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1. Date and Address Block: Current date and recipient's full name and address
2. Subject Line: Clear indication that this is a termination letter
3. Termination Statement: Clear statement of employment termination and effective date
4. Basis for Termination: Brief but specific description of the dishonest conduct that constitutes cause for termination
5. Reference to Investigation: Summary of the investigation process and findings that led to this decision
6. Company Property Return: Instructions regarding the return of company property and timeline
7. Final Pay Information: Details about final salary payment and any outstanding amounts
8. Confidentiality Reminder: Reminder of ongoing confidentiality obligations
9. Signature Block: Company representative's name, title, and signature
1. Benefits Information: Include when there are specific details about benefit termination or continuation that need to be communicated
2. Non-Competition Reminder: Include when employee is bound by existing non-compete agreements that survive termination
3. Legal Rights Reservation: Include when company wishes to explicitly reserve rights to pursue legal action related to the dishonesty
4. Exit Interview: Include when an exit interview needs to be scheduled
5. Reference Policy: Include when there's a need to specify how future employment references will be handled
6. Acknowledgment Section: Include when receipt confirmation is required from the employee
1. Investigation Summary: Detailed summary of the investigation findings and evidence of dishonesty
2. Final Payments Calculation: Breakdown of final payment including any outstanding wages, vacation pay, or deductions
3. Company Property Checklist: List of company items to be returned
4. Relevant Company Policies: Copies of relevant policies that were violated
5. Previous Warnings: Copies of any previous relevant warnings or disciplinary actions, if applicable
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Healthcare
Retail
Manufacturing
Technology
Professional Services
Government and Public Sector
Education
Construction
Transportation and Logistics
Hospitality
Insurance
Real Estate
Telecommunications
Energy and Resources
Relevant Teams
Human Resources
Legal
Senior Management
Employee Relations
Compliance
Risk Management
Operations
Administration
Corporate Governance
Relevant Roles
Human Resources Manager
HR Director
Employment Lawyer
Legal Counsel
Department Manager
Senior HR Business Partner
HR Operations Manager
Employee Relations Manager
Chief Human Resources Officer
Compliance Officer
Risk Manager
HR Administrator
General Counsel
Company Secretary
Chief Executive Officer
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