Which of the following statements describes termination for just cause?

In Canadian employment law and professional practice, termination for "just cause" occurs when an employee commits a fundamental breach of the employment contract. This includes severe misconduct, fraud, theft, gross incompetence, or severe insubordination. When just cause is established, the employer is legally permitted to terminate the employment relationship immediately without providing advance notice or severance pay, as the employee's actions have irreparably destroyed the trust inherent in the employment relationship.

A. Termination through a forced transfer is a form of "constructive dismissal," where the employer unilaterally changes the contract, not just cause.

B. Forced resignation is also considered constructive dismissal, as the employee is coerced into leaving without a fundamental breach on their part.

C. An unwanted major change in job responsibilities is a classic example of constructive dismissal, allowing the employee to claim termination without cause.

1. Supreme Court of Canada. McKinley v. BC Tel, 2001 SCC 38. (Landmark ruling defining just cause and proportionality in Canadian employment law).

2. University of Alberta, Faculty of Law. Employment Law Courseware: Sections on Termination for Cause vs. Constructive Dismissal.