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I have a question. When you are defending yourself in a firing for cause, does the onus fall on the employer to prove the employee guitly ? What I am saying is, is it like a court of law where the defendant is innocent till proven guilty ?

On Friday last my employee had a fit and walked off the job after verbal abuse in front of custermers. Today Monday she turned up with her resignation citing problems in the workplace and collected her things and walked out. This all stemmed from the fact that approx. ain April I let her go to work for another employer as we were slow and I could manage.A few weeks later she told me that she was taking two weeks more off to work again for this employer and she would not compromise. She was a good employee and I told her she could take her two weeks holiday to do this. She would not take her holidays. Any way we sat down to talk this through and she decided it was in her best interest to tell the employer she would not be able to cover for them.. A week later that is Friday she came in and told me she was taking her holidays to do this as the Supervisor told her she was obligated to do so. I rolled my eyes and that is when she took a fit and etc etc. Am I obliged to accept this resignation on Monday or consider her terminated as of Friday due to the walk off the job and insubordination. Thanks Graham

I was fired for "falsifying a document" that everyone in my field has access to. I have never made the mistake they claim in the past, and was not given written and/or verbal warning, but was instead suspended pending an investigation, and then terminated a week later, without viable proof. Did they follow a proper protocol, and do I have the right to refute the allegations and/or request severance? Most importantly, should I get a lawyer?

When should one inform employer of termination

Can an employer demote employee based on audit performace thats is grievance.