The appellant, a 61-year-old middle manager with 32 years of service, appealed a trial judgment regarding his wrongful dismissal.
The trial judge had discounted his damages, finding he failed to mitigate by not seeking lower-level employment such as a crossing guard.
The Court of Appeal held this was a reversible error, as the appellant's obligation was to seek comparable employment.
The Court also found the trial judge erred in the notice period, increasing it to the high end of the range at 24 months, plus benefits.
Claims for further augmentation due to bad faith were dismissed.
