7. The employee argues that the dismissal for serious cause came too late. The facts date from 3 March; the dismissal only followed on 14 March, well beyond the three working days allowed by Article 35 of the Employment Contracts Act.
8. The employer counters that the time limit only started to run after the internal investigation, which was completed on 11 March with the hearing of the employee.
9. Dismissal for serious cause must be given within three working days after the employer became aware of the facts. The employer is aware once it has sufficient certainty to form a view, with full knowledge of the matter, on the serious cause.
10. An investigation needed to obtain that certainty can postpone the start of the time limit, provided it is carried out without delay. The court finds that the hearing of 11 March was needed to know the employee's version.
11. The dismissal of 14 March was given in time and is not late.
