Can you terminate with cause for innocent absenteeism? How about for culpable absenteeism?

Can you terminate with cause for innocent absenteeism? How about for culpable absenteeism?

• A. Yes for innocent, Yes for culpable
• B. No for innocent, No for culpable
• C. No for innocent, Yes for culpable
• D. Yes for innocent, No for culpable

Answer: (C)

The main idea here is that just cause for dismissal hinges on fault or deliberate misconduct. When an absence is innocent—such as illness, medical appointments, or a family emergency—the employee isn’t at fault for missing work. Terminating someone for cause in these situations isn’t justified, and an employer should rely on leaves, accommodations if needed, and any applicable attendance policies rather than dismissal for cause. By contrast, culpable absenteeism involves fault—unexcused or intentional nonattendance, repeated unexplained absences, or lying about reasons. In those cases, there is a breach of duty that can justify termination for cause, though a fair process is still required: clear policies, documentation, and appropriate discipline or accommodations considered before dismissal. So the correct understanding is: you can’t terminate for cause for innocent absenteeism, but you can terminate for cause for culpable absenteeism.

The main idea here is that just cause for dismissal hinges on fault or deliberate misconduct. When an absence is innocent—such as illness, medical appointments, or a family emergency—the employee isn’t at fault for missing work. Terminating someone for cause in these situations isn’t justified, and an employer should rely on leaves, accommodations if needed, and any applicable attendance policies rather than dismissal for cause.

By contrast, culpable absenteeism involves fault—unexcused or intentional nonattendance, repeated unexplained absences, or lying about reasons. In those cases, there is a breach of duty that can justify termination for cause, though a fair process is still required: clear policies, documentation, and appropriate discipline or accommodations considered before dismissal.

So the correct understanding is: you can’t terminate for cause for innocent absenteeism, but you can terminate for cause for culpable absenteeism.