Can after-acquired knowledge be used to support a just cause dismissal?

Lloyd v. Imperial Parking turns on its facts. There, Sanderman J. acknowledged that after‑acquired knowledge can in appropriate circumstances be relied on to support a just cause dismissal, but there found that the conduct in question was not intentional dishonesty.

As a result of my review of these cases, I conclude that Champion can rely on after‑acquired knowledge of misconduct to support an allegation that cause for dismissal existed at the time of the dismissal, whether or not the dismissal was for cause or convenience at the time. Carr v. Fama, suggests that allegations of cause can be made after termination, even where the employer knew of the misconduct at the time of dismissal but chose not to rely on it at the time.