In Kelly v Linamar Corporation, an employee was dismissed for cause for being charged with, and admitting to$,$ possessing child pornography on his home computer. In that case, the court found that:

the employer had just cause because no employer can be expected to continue to employ someone who is involved in activities that offend societal norms in relation to children

the employer did not have just cause because the misconduct occurred entirely on the employee$$s own time and equipment

the employer did not have just cause to dismiss the employee until he had been convicted of the offence

the employer had just cause in these circumstances in light of its prominence within the local community and the employee$$s position