After several verbal warnings about her lack of time management skills, Bev was placed on a PIP that outlined detailed performance objectives and provided timelines for fulfilling those objectives. The PIP was framed as a "last chance agreement," and Bev was aware that her job was in jeopardy when she signed it—without improvement, she would be terminated. The PIP called for several managers to work with her to help her improve her performance. It was a busy time of year, however, and the managers did not follow up until several months later when, noting that there had been no improvement in Bev's performance, Bev was fired for cause on the ground of poor performance.

Do you think the employer had just cause to dismiss Bev?