In Dowling V

In Dowling v. Ontario (Workplace Safety and Insurance Board) , the Court had to determine whether the employee's dishonest conduct constituted just cause for termination. What did the Court find?

A) Summary dismissal was unreasonable: Only the most egregious acts of dishonesty can ever amount to just cause.
B) Summary dismissal is never justified; reasonable notice is always required for reasons of public policy.
C) Summary dismissal was a proportionate response given the acts of misconduct and the context of the employee's position, which required honesty and impartiality.
D) Summary dismissal can be appropriate, but only in circumstances where the employee has demonstrated incompetence.
E) Summary dismissal is always appropriate for even minor acts of dishonesty, regardless of the circumstances.