In Curran v MAG Aerospace ( 2019 CarswellNat 4803) Adjudicator Sinding was called upon the determine the proper remedy for an unjust dismissal where the employee did not seek reinstatement.
He made a few interesting findings:
1) Adjudicators are not limited to only awarding common law reasonable notice.
2) There is a presumption that the employee is entitled to be compensated up until the date either the hearing or the decision.
3) The calculation of the lost wages takes into account the deduction of mitigation earnings, even if the underlying contract was a fixed term.
4) To prove damages beyond this date requires real proof of lost future earnings and will always have a end date.