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if an employee is fired for stealing is severance pay required

I was terminated after almost 2 years after being diagnosed with severe depression and ADHD. The reason I was terminated 1) asked for a short leave due to harassment but did not get my leave papers in fast enough 2) second reason was too many days off in 2014

I recently laid off an employee who was with us for one year and 2 weeks (total, as a full time supervisor of marketing, she did not supervise people). She is now suing the company for wrongful dismissal. During her one year of employment our sales were down over 300k and we lost a 2 million dollar account that she did the administration/clerical/customer service work for (i laid her off when i was told confidentially that we had lost the account). We are a small company and with the loss in sales layoff's were necessary.

The assets of my previous firm were bought by my present firm and a number of employees were invited to join the current firm. I was a Branch Manager in the previous firm and moved over as a Branch Manager in the current firm. I worked at the old firm for 14 years as a Manager and at the current firm for 3 years. Due to business conditions I was asked to relinquish my position as Manager . I was offer a constructive dismissal with a severance package and a position in sales. My question is what is the number of weeks or months I should get in severance for the 17 years I have been employed in the joint firms oer Ontario Law? thanks

I have a female employee who is not management. Been in this small business for 2.5 yrs. During her time here she has had her husband threaten a manager and use racial slurs towards a manager. She is has used company property without permission. She has fraudulently put times on her time card that were not approved by management and she has received the pay for this fraud times. The owner of the company has talked to this employee ( this is what he has told me) but this has been going on for well over 2 yrs. Employee has been given direct orders by management to perform a task and has refused (task was part of her job that she was trained to do). There is a pattern and trend of refusals to perform work functions, not following direction, not punching in or out on time cards etc. What can I as a manager in this co do to dismiss this employee?