William A. Campbell worked for Hong Kong-based Wellfund Audio-Visual Ltd. at a salary of $8,000 a month. He had only been with the company for eight months when he was terminated. The company claimed he was dismissed for financial irregularities, but the real reason was that he had refused to co-operate when asked to create reasons for terminating the company’s controller. When Campbell refused to co-operate, Wellfund executives began harassing and threatening him. He took a six-week leave for stress and on his return was fired. At the time of his termination, Campbell’s health had deteriorated from stress caused by the harassment. As well, a genetic predisposition to migraine headaches had been exacerbated. Following his termination, he suffered nightmares, panic attacks, paranoia, depression, and other anxiety related disorders. He was unable to work for two years after his termination and at one point he had to go on social assistance to support himself and his family. Campbell successfully sued Wellfund for wrongful dismissal. What factors would the courts consider in an award of damages?