Which of the following can be considered valid grounds for dismissal?

Serious misconduct or breach of employment contract serves as valid grounds for dismissal due to the nature of the infraction. When an employee engages in serious misconduct, it often undermines the trust and safety required in the employer-employee relationship. This could include actions such as theft, harassment, or violence, which not only violate company policies but may also breach legal statutes. Similarly, a breach of the employment contract, such as failing to fulfill essential job responsibilities or violating confidentiality agreements, justifies dismissal since it reflects an employee's inability or unwillingness to adhere to agreed-upon terms.

In contrast, incompetence in job performance, while potentially a legitimate concern, typically requires a more comprehensive approach involving performance reviews, remediation efforts, and documented warnings before leading to dismissal. Minimal tardiness over several months may signal an attendance issue but often does not warrant immediate dismissal without prior warnings or attempts to address the behavior. Lastly, refusal to participate in optional training does not usually constitute valid grounds for termination unless the training is deemed essential for job performance, which would require clear communication and expectations set by the employer. Therefore, serious misconduct or breach of contract stands out as a clear justification for dismissal in Canadian employment law.