Terminating a worker for poor performanceSpur-of-the-moment decisions not recommendedBy Robert Olson11/21/2011|Canadian HR Reporter|Last Updated: 11/22/2011 There are varied reasons for terminating employment. Sometimes, it can be a clear-cut decision involving relatively simple execution, assuming there is proof. For example, if an employee stole money or sexually harassed a co-worker, the employer has an easy decision to make and an easy case to prove.But sometimes a decision around termination needs to be made not because there was one serious event — or multiple culpable ones — but because an employee has performed poorly. Although this might appear to be a straightforward decision, employers need to keep several points in mind before an employee is let go because it will likely make a difference as to whether a just cause termination stands up in court.Employers must first establish cause for dismissal based on poor performance. To properly establish cause, the employer must be able to show a judge or arbitrator it communicated clearly the level of performance expected, given the specific duties assigned. To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.