The respondent sold his funeral home business to the appellant and was retained as general manager under a ten-year fixed-term contract.
Following a deterioration in the relationship, the appellant engaged in a course of conduct that included removing the respondent's company vehicle, tracking his time, and changing the locks.
The respondent went on medical leave due to depression and anxiety caused by the appellant's conduct and eventually sued for constructive dismissal.
The trial judge found the respondent was constructively dismissed and awarded damages for the remainder of the contract.
The Court of Appeal dismissed the employer's appeal, finding no error in the trial judge's conclusion that the respondent had not condoned the conduct despite the delay in bringing the action, nor in the calculation of damages.