Terminated for Cause: Does my Employer have to Warn me Before Firing me?

Not always—but often, yes. In most cases, courts expect employers to provide a clear warning and an opportunity to improve before terminating an employee for just cause, especially if the misconduct is not egregious. A single incident of minor or moderate misconduct usually does not justify immediate dismissal unless the conduct is so serious that it destroys the employment relationship. The law requires a proportional response, and employers are generally expected to use progressive discipline before resorting to termination—unless the misconduct is so severe (e.g., theft, assault, or gross dishonesty) that continued employment is no longer tenable. See more here.