The term ‘‘cause,’’ sometimes referred to as ‘‘good cause’’ or ‘‘just
cause,’’ means that you, the employer, have a reason to terminate an employee. What reasons do employers typically have to terminate
employees? Broadly speaking, the categories fall into one of four
areas:

Policy and procedure violations
Substandard job performance
Inappropriate workplace conduct
Attendance/tardiness problems

See Question 75 for an explanation of these areas.

Tell Me More
What becomes important in the termination process is the discretion
that you exercise as an employer. First and foremost, you should
attempt, whenever possible, to document company rules and regulations so that employees are aware of your expectations. That’s the role of employee handbooks and policy and procedure manuals.

Second, you must be consistent in the application of your own rules.Workers have the right to consistent and predictable employer
responses when a rule is violated. In other words, problems cannot
be corrected on an ad hoc basis without your being perceived as
arbitrary or unreasonable. In addition, remember that when perceived
unfairness occurs to a member of a protected group, a discrimination
charge may be sustained.

Third, the disciplinemust be appropriate for the offense.Occasional
poor performance or a minor transgression (known as a de minimis infraction) is certainly actionable but probably not cause for
termination. An employee’s performance track record and prior disciplinary history should certainly be taken into account.

Taken From : The Hiring and Firing Quention and Answer Book