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bad faith dismissals

By Vey Willetts LLP | 4 Minutes Read October 13, 2017

Bad faith dismissals: is medical evidence required to prove damages?

The question of whether medical evidence is required to prove damages in bad faith dismissals is one that courts across Canada have struggled with for some time.  Welcome guidance was provided by the Supreme Court of Canada this past summer.

Article by Vey Willetts LLP / Employee Relations, Payroll / bad faith dismissals, bad faith termination, employment law, Lau v. Royal Bank of Canada, medical evidence, mental distress, Saadati v. Moorhead, termination

By Andrew Taillon | 3 Minutes Read January 20, 2012

The debate over moral damages continues

Since Honda v. Keays, employment law and human resources practitioners have been watching how the law regarding bad faith dismissals has developed, in particular, the assessment of moral damages. A recently published decision has added some clarity to the moral damages question. The case, Canada (Attorney General) v. Tipple (2011) dealt with the well known case of Douglas Tipple.

Article by Andrew Taillon / Employee Relations, Employment Standards / bad faith, bad faith dismissals, bad faith termination, Canada (Attorney General) v. Tipple (2011), Douglas Tipple, employment law, grievance, Honda damages, Honda v. Keays, mental health effects, misleading and unduly insensitive, moral damages, psychological injury, reprisal, termination, workplace investigations

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