Bennet v. Cunningham

Employer-employee relationships are founded on a mutual duty of trust and confidence. Employees who breach that duty and undermine their employers can be terminated for cause. Our courts are constantly being asked to determine what sorts of employee conduct will justify a termination for cause. In this case, Ken successfully argued that one ill-advised letter from the Plaintiff to her employer, calling her “dishonest and negligent”, was enough to justify firing her without notice.