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Difference between revisions of "BC Human Rights Code (6:III)"

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A final option is to bring a civil action for wrongful dismissal either in Small Claims Court (see '''Chapter 22: Small Claims''' of the LSLAP Manual) or the BC Supreme Court, depending on the amounts claimed. However, the Supreme Court has held that the common law will not provide a remedy for discrimination per se in the employment context.  Please refer to ''[https://www.canlii.org/en/ca/scc/doc/2008/2008scc39/2008scc39.html Keays v Honda Canada Inc]'', 2008 SCC 39 at para 67 [''Keays''].
A final option is to bring a civil action for wrongful dismissal either in Small Claims Court (see '''Chapter 22: Small Claims''' of the LSLAP Manual) or the BC Supreme Court, depending on the amounts claimed. However, the Supreme Court has held that the common law will not provide a remedy for discrimination per se in the employment context.  Please refer to ''[https://www.canlii.org/en/ca/scc/doc/2008/2008scc39/2008scc39.html Keays v Honda Canada Inc]'', 2008 SCC 39 at para 67 [''Keays''].


The court in ''[https://www.canlii.org/en/ca/scc/doc/2008/2008scc39/2008scc39.html Keays]'' held that breaches of the HRC must be remedied within the statutory scheme of the HRC itself. Thus, even if the reason for dismissal was discriminatory, in a civil action, the claimant will generally only be able to recover damages based on their wrongful dismissal and/or inadequate notice (severance pay). See '''Chapter 9: Employment Law''' of the LSLAP Manual. Accordingly, compensation for the discrimination itself must be awarded by the Tribunal.
The court in ''[https://www.canlii.org/en/ca/scc/doc/2008/2008scc39/2008scc39.html Keays]'' held that breaches of the HRC must be remedied within the statutory scheme of the HRC itself. Thus, even if the reason for dismissal was discriminatory, in a civil action, the claimant will generally only be able to recover damages based on their wrongful dismissal and/or inadequate notice (severance pay). See [[Introduction_to_Employment_Law_(9:I)|Chapter 9: Employment Law]] of the LSLAP Manual. Accordingly, compensation for the discrimination itself must be awarded by the Tribunal.


The court may further compensate the claimant in a civil action if the employer has acted unfairly or in bad faith when dismissing an employee. The basis for these additional damages is a breach of the implied term of an employment contract that employers will act in good faith in the manner of dismissal (i.e. payment for such damages can be deemed to have been in the contemplation of the parties at the formation of the contract). In Keays the Supreme Court of Canada held that any such additional award must be compensatory and must be based on the actual loss or damage suffered by the employee, which can include expenses related to mental distress stemming from the manner of dismissal. Compensable conduct might include, but is not limited to, attacking the employee's reputation at the time of dismissal, misrepresentations regarding the reason for the dismissal, or dismissal meant to deprive the employee of a pension benefit or other right such as permanent resident status. However, normal distress and hurt feelings arising from the dismissal itself are not grounds for additional damages.
The court may further compensate the claimant in a civil action if the employer has acted unfairly or in bad faith when dismissing an employee. The basis for these additional damages is a breach of the implied term of an employment contract that employers will act in good faith in the manner of dismissal (i.e. payment for such damages can be deemed to have been in the contemplation of the parties at the formation of the contract). In Keays the Supreme Court of Canada held that any such additional award must be compensatory and must be based on the actual loss or damage suffered by the employee, which can include expenses related to mental distress stemming from the manner of dismissal. Compensable conduct might include, but is not limited to, attacking the employee's reputation at the time of dismissal, misrepresentations regarding the reason for the dismissal, or dismissal meant to deprive the employee of a pension benefit or other right such as permanent resident status. However, normal distress and hurt feelings arising from the dismissal itself are not grounds for additional damages.
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