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Frank Portman discusses a recent Ontario Court of Appeal
decision which greatly increased the scope of general and other
damages awarded in a wrongful dismissal action.
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In a recent decision, an Alberta court ordered the disclosure of the records and information gathered by a human resources consultant retained by the employer to investigate alleged harassment by an employee.
Achallenging question that employers may face is how to respond to historical complaints of harmful behaviour when such complaints arise and cause conflict in the workplace.