Terminate with cause for culpable absenteeism is permitted only if the absence had large repercussions to the business.

Terminate with cause for culpable absenteeism is permitted only if the absence had large repercussions to the business.

• A. False
• B. Only with union consent
• C. True
• D. Only if warned

Answer: (C)

The key idea is that for dismissal with cause due to culpable absenteeism, the employer must show a level of disruption that is substantial. Just cause hinges on serious conduct and its material impact on operations; minor or isolated absences typically don’t meet that threshold. So the statement is true because termination for cause is viewed as appropriate only when the absence has large repercussions for the business, demonstrating the severity needed to justify ending the employment relationship. Union consent isn’t required for this, and while warnings and policy adherence matter, the decisive factor is the magnitude of the disruption caused by the absenteeism.

The key idea is that for dismissal with cause due to culpable absenteeism, the employer must show a level of disruption that is substantial. Just cause hinges on serious conduct and its material impact on operations; minor or isolated absences typically don’t meet that threshold. So the statement is true because termination for cause is viewed as appropriate only when the absence has large repercussions for the business, demonstrating the severity needed to justify ending the employment relationship. Union consent isn’t required for this, and while warnings and policy adherence matter, the decisive factor is the magnitude of the disruption caused by the absenteeism.