Unfairness or bad faith in the manner of dismissal is required in order to receive an award of aggravated damages
Aggravated damages from the termination of employment do not arise just because the employee is upset about the dismissal — there needs to be unfairness or bad faith in the manner of the dismissal. This was the notion that was upheld in the recent British Columbia Court of Appeal case, Lau v. Royal Bank of Canada.
