Termination for neglect of duty is possible only where there have been repeated warnings by the employer to the employee. There must be a consistent pattern of non-performance, and where the employee’s conduct is incompatible with his or her duties and is highly prejudicial to the employer’s business, termination may be permitted. The employer must consider whether there are any medical reasons relating to the non-performance by the employee. An employee terminated for just cause of willful neglect of duty is not entitled to any severance pay in Ontario.