In Flatt v. Treasury Board (Department of Industry), the Public Service Labour Relations and Employment Board has rejected a public servant’s complaint that Industry Canada discriminated against her on the basis of family status when it refused to let her work from home full-time while breastfeeding.

n Emslie v Doholoco Holdings Ltd., the Manitoba Human Rights Adjudication Panel concluded that the company's owner sexually harassed an employee and the company was liable as the employer-for an award of $36,000.

In September, 2012 I posted a short piece about a tenant who had been evicted from 6 homes in 7 years who was arrested to face fraud charges.

The Toronto Star has reported that Nina Willis was found guilty after an eight day trial that turned into a “spectacle”.

Is there any question as to whether she will appeal? . . . [more]

A lawyer who sued her former client for $3,937.50 for unpaid legal fees has had $7,000 in costs awarded against her, and the matter has yet to reach trial.

In the lawyer’s Small Claims Court lawsuit, she was ordered to produce her entire file to the former client and make production of the documents in chronological order, such that it could be ascertained whether or not she had in fact produced the entire file.

For reasons that are not entirely clear, the lawyer failed to produce the file in chronological order. A Deputy Small Claims Court Judge awarded costs against . . . [more]

Brian Lloyd Sinclair died in September 2008 in the emergency department waiting room of Winnipeg’s Health Sciences Centre at the age of 45. He was pronounced dead in the early hours of September 21, 2008 after he had spent some 34 hours in the emergency room awaiting attention for what was initially a relatively minor health concern.

Brian Sinclair was an Aboriginal man who lived his early years on the Fort Alexander First Nation and went on to live in Powerview, Manitoba and ultimately, in Winnipeg. He faced a number of health challenges and as well as some cognitive impairment. . . . [more]

In an unusual case, a plaintiff nearly lost out on $8,000 in damages simply because she got to trial too fast.

The plaintiff’s employment with the defendant was terminated due to downsizing after 14 years of service.

She was paid approximately four months compensation in lieu of reasonable notice. She felt like it was not enough and sued the company for 22 months of compensation.

Justice Pollak agreed with the plaintiff that four months was not sufficient compensation and awarded the plaintiff twelve months of compensation.

However, at the time that the case was tried it had only been . . . [more]

Employees must participate in their employer’s accommodation process, even where that process has not produced satisfactory results. In the Alberta Human Rights Tribunal case of Perera v. St. Albert Day Care Society, Theresa Perera found this out the hard way when, due to a disabling injury, she refused to perform the work she was assigned and her employer terminated her for insubordination. However, the tribunal found Perera’s injury was a factor in the termination, and therefore the termination was discriminatory. Nonetheless, the insubordination made reinstatement impossible

In Rodgers v. CEVA, although the employee worked with the employer for less than three years, the Ontario Superior Court of Justice found that the terminated employee should be awarded damages for wrongful dismissal totalling $345,985 representing 14 months' reasonable notice.

A recent decision  provides another reminder of why prudent homebuyers should always insist on a home inspection.

The buyers agreed to purchase the property without making the sale conditional on a home inspection. However, the contract did include the right for the buyers to have two more viewings prior to closing.

During one of those viewings the buyers brought a family member with them who had experience in the construction industry to function as a home inspector. During the visit the family member, based on what he saw and was told from the seller and her partner, wondered whether there . . . [more]

It is discriminatory for employers to deny parental supplemental employment benefits (top-ups) to birth mothers because they receive pregnancy benefits. So said the Supreme Court of Canada in its unanimous oral decision from the bench on November 12, 2014, agreeing with the British Columbia Teachers' Federation.

Hank Peelle, the owner of Peelle Company Ltd., deluded himself into believing the company’s financial controller, Christine Horner, had a romantic interest in him, despite his 25-year marriage and her long-term relationship. When he thought the time was right, he tried to kiss her and she rebuffed him. Despite some genuine efforts to work it out, Peelle treated Horner differently and the relationship deteriorated. She resigned, making a claim of sexual harassment and reprisal against the employer.

A worker who had accumulated a series of incidents and warnings against conduct unbecoming and poor performance, was dismissed for cause, the Ontario Superior Court of Justice decided in Chopra v Easy Plastic Containers Limited.