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The legal standard for dismissal of a probationary employee

Jurisdiction: - British Columbia
Sector: - Manufacturing

What is the standard for dismissal of a probationary employee? In Jadot v. Concert Industries Ltd., 1997 CanLII 4137 (BC C.A.), the BC Court of Appeal made the following observations:

The standard for dismissal of a regular employee is just cause; for a probationary employee the standard is suitability: see Pathak v. Royal Bank, 1996 CanLII 2130 (BC C.A.)...In this case, Concert Industries dismissed the appellant because its officers concluded that the appellant was not a suitable candidate for long-term employment.

After a careful review of the authorities, the trial judge concluded, correctly in my view, that an employer, during a probationary period "has the implied contractual right to dismiss a probationary employee without notice and without giving reasons provided the employer acts in good faith in the assessment of a probationary employee's suitability for the permanent position"(paras 28-29).