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I recommend companies take the following precautions when hiring:

Conduct a careful vetting of all candidates, including reviewing social media sites and googling the applicant’s name. Any signs an applicant has more attitude than skill should be sufficient warning not to proceed further;

Set a probationary period. Assuming the vetting process reveals nothing of concern, ensure each applicant signs a written employment contract that contains a properly worded probationary period and payment of statutory minimums for termination without cause at the end of it, so they can be quickly and inexpensively terminated if necessary. For more senior roles, the termination provisions may be greater.

Put in place a code of conduct that sets out the standards of behaviour, including termination for cause in the event of a serious breach.

Provide verbal and written warnings when any behaviour is insubordinate or violates the standards of behaviour.

Don’t hesitate to terminate for cause when it is properly documented and justified.



Today’s students need to understand that their coddled experience at university is unlikely to be replicated in a typical business environment. The sooner they come to that realization, the more seamless their transition will be.

Howard Levitt is senior partner of Levitt & Grosman LLP, employment and labour lawyers. He practises employment law in eight provinces. Employment Law Hour with Howard Levitt airs Sundays at 1 p.m. on NEWSTALK 1010 in Toronto.

hlevitt@levittgrosman.com

Twitter.com/HowardLevittLaw