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There can be too many reasons for terminating employment contract


Employers often opt for listing several or even more reasons behind the decision to terminate employment to avoid cases where the specified arguments turn out to be insufficient. This particularly applies to disciplinary dismissals, where the gravity of the breach often determines the justification for termination. In such cases, some courts consider even one confirmed reason for terminating the employment contract to be sufficient. An alternative view emphasizes the need to examine the proportionally justified or unjustified reasons. The first view seems to have a stronger justification. If one of the reasons is sufficient to terminate the employment contract, comparing it to others in terms of quality or quantity is unnecessary. After all, if the statement were limited to that reason, the matter would be resolved. – Patryk Kozieł comments for Rzeczpospolita.

Full article in Polish avialible: here.