Assume that an organization does not have "at-will" employment because a state statute requires that employees only be terminated for cause.

If an employee's performance has been evaluated as sub-standard and improvements have been demanded but not achieved, how prudent and/ or legal is it to terminate without ever having given explicit warnings that the employee's job might be in jeopardy unless performance improved by X date vis-a-vis issues A, B, C?

Have good faith/ fair dealing type considerations been a major factor in New Hampshire employment claims, and if so, would they apply here? The employee has only been with the organization for 3 years or so.

Thanks for any guidance you can provide. Apologies for cross-posting in the NH forum as well.

Duplicate post. Please do not post the same question multiple times. It only serves to make things confusing for the responders, who all read all the employment law forums.

My apologies. I posted on the NH forum before I realized that it probably does not get much traffic.

For those interested, the other thread is here:

http://www.laborlawtalk.com/showthread.php?t=155591