That’s true in the US too. If someone is fired without cause, the company has to pay unemployment.
I’ve been the manager of completely shitty, toxic people who cause harm to the company and lead to massive turnover of other staff, but was unable to fire them because they showed up on time and met dress code, and corporate wasn’t gonna pay for unemployment.
Do you have to pay unemployment if they’re fired with cause? Because I’ve definitely seen (and experienced) constructive dismissal over some very petty things.
No. But aside from failure to show up on time or theft it can be hard to document cause.
Constructive dismissal is an employer trying to get an employee to quit specifically to avoid having to show cause. If the employee quits, then the burden of proof is on them, not the employer.
You really need job regulations. In my country if you gonna fire someone you have to pay a lot of money, this way companies think twice.
That’s true in the US too. If someone is fired without cause, the company has to pay unemployment.
I’ve been the manager of completely shitty, toxic people who cause harm to the company and lead to massive turnover of other staff, but was unable to fire them because they showed up on time and met dress code, and corporate wasn’t gonna pay for unemployment.
Massive turnover and being toxic should be a good cause?
“Being toxic” is hard to define in an employee handbook.
“We don’t like you” isn’t not considered good cause for termination. It’s 100% legal to fire someone for that, but they get to claim unemployment.
Not if the massive turnover is because nobody wants to work with the toxic jackass who is immune to being fired.
Do you have to pay unemployment if they’re fired with cause? Because I’ve definitely seen (and experienced) constructive dismissal over some very petty things.
No. But aside from failure to show up on time or theft it can be hard to document cause.
Constructive dismissal is an employer trying to get an employee to quit specifically to avoid having to show cause. If the employee quits, then the burden of proof is on them, not the employer.