Yes, but you must:<p>•set a clear and reasonable standard of performance<p>•communicate the expected level of performance<p>•measure the employee’s performance<p>•take appropriate action to address any concerns<p>•allow a reasonable time for improvement.<p>from: <a href="http:&#x2F;&#x2F;www.hrreporter.com&#x2F;blog&#x2F;canadian-hr-law&#x2F;archive&#x2F;2013&#x2F;01&#x2F;09&#x2F;can-you-dismiss-an-employee-for-cause-due-to-poor-performance#sthash.ovneJL27.dpuf" rel="nofollow">http:&#x2F;&#x2F;www.hrreporter.com&#x2F;blog&#x2F;canadian-hr-law&#x2F;archive&#x2F;2013&#x2F;...</a><p>Which is why pretty much every single employment contract in Canada includes a probationary period.