A financial firm fired a manager for failing to disclose that he was having a sexual relationship with his subordinate as required by company policy and lying about the relationship when questioned. The New Brunswick court found just cause to terminate. The evidence showed that the manager was making important business decisions on the basis of his personal feelings for the employee. Although he knew his behaviour was wrong and potentially harmful to the firm’s business, he continued doing it for over a year. So, the firm’s loss of confidence and trust in him was amply justified [Abrams v RTO Asset Management, 2019 NBQB 129 (CanLII), June 20, 2019].