Employment contract termination without notice requires establishing the exact date the employer learned of the employee's misconduct.

The Supreme Court quashed the lower court's judgment dismissing the employee's claim for reinstatement due to procedural errors. The employee was fired for misappropriating funds from the sale of scrap metal, arguing the employer knew of this act in 1998. The court found that the lower courts failed to determine when the employer actually learned of the misconduct, which is a prerequisite for applying the one-month notice period rule. Consequently, the termination was deemed invalid because the employer could not have met the statutory deadline without this factual finding.