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Showing posts with label Aggravated Damages. Show all posts
Showing posts with label Aggravated Damages. Show all posts
Wednesday, 28 October 2026

Por qué no los dos?

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If an employer falsely alleges fraud as cause for termination, should the dismissed employee be entitled to an extension of the notice pe...
Sunday, 23 June 2024

Diagnosable Psychological Injury Not Required for Award of Aggravated Damages: ONCA

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Can a ‘little white lie’ about the reason for an employee’s termination of employment result in an award of aggravated damages? What if th...
1 comment:
Sunday, 2 June 2024

Meritless Implication that Former Employee was Involved in Murder Results in $100,000 in Aggravated and Punitive Damages

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Can an employee be awarded aggravated damages for his employer’s bad behaviour if that bad behaviour precedes his termination? While for ...
Saturday, 11 March 2023

Employee’s Surreptitious Recording of Termination Meeting Leads to Award of Aggravated Damages

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“You have the right to remain silent. Anything you say can and will be used against you in a court of law.” Almost everyone has heard the ...
Friday, 24 May 2019

Aggravated Damages Awarded for Heightened Frustration and Anxiety After Employer Fails to Investigate Workplace Harassment Allegations

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Does the failure to respond to a request for a workplace harassment investigation warrant an award of aggravated damages, where the emplo...
1 comment:
Tuesday, 2 April 2019

Frustration Does Not Require an Act of an Employer

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Does frustration of contract for illness or injury require an act of an employer? In Hoekstra v Rehability Occupational Therapy Inc. , 2...
Saturday, 10 September 2016

Emotional Upset Not Enough for Award of General Damages: ONCA

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If being accused of breaking the law “takes a serious toll” on you, causing you “emotional upset”, can you successfully sue the person th...
Saturday, 9 July 2016

Doubling Down Damages – The Ontario Court of Appeal Sends Strong Message to Discriminatory Employers

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What is the penalty for embarking on a “campaign of abuse”, intentionally designed to force a disabled employee to quit her job? In a Jun...
Saturday, 13 September 2014

Termination After Being Made the Subject of Workplace Investigation may Entitle Employee to Moral Damages

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If an employee is made the prime suspect in a workplace investigation but is found to be not responsible for the harm that was the subjec...