In Chapter 11 of the “Canadian Health Law Practice Manual,” Genetics and the Law, Amy Zarzeczny, Tracey M. Bailey and Timothy Caulfield state,

One concern that consistently emerges in relation to obtaining genetic information is the worry that an individual may be discriminated against on the basis of his or her genetic make-up and, specifically, on the basis of a predisposition to a certain condition or disease.

Discrimination can of course occur on a wide variety of fronts including, but not limited to, employment, education, housing and insurance…, not to mention on a social level.

Whether or

There is a class-action lawsuit by Uber drivers in Ontario against Uber alleging, among other things, violations of employment standards legislation. The main issue is whether Uber drivers are independent contractors as the Uber agreement says, or whether they are actually employees.

But before those issues could be heard, the courts had to decide whether those issues could be litigated in the courts, or whether they had to be decided through binding arbitration, as stated in the Uber agreement. The Supreme Court of Canada found the arbitration clause invalid because it was “unconscionable”, and thus the merits of the case . . . [more]

Defamation cases, and the anti-SLAPP provisions under the Libel and Slander Act, continue to be interpreted in new and novel contexts.

In Nanda v. McEwan, the Divisional Court heard an appeal of a Small Claims Court motion in a defamation action, involving statements made during the election campaign for President of the Toronto Local of the Canadian Union of Postal Workers (“CUPW”). The statements were made in print, and in two invitation-only WhatsApp groups, and included the following statements about the plaintiff:

• he was a racist, a bigot, a sexist, a bully and a thief;
• he was corrupt;
• he

Daniel Standing LL.B., Editor, First Reference Inc.

The process of accommodating an employee with a disability is frequently described as a two-way street. Employers must often be creative in finding meaningful ways for an employee to continue contributing to the workplace. It must make efforts to accommodate these employees to the point of suffering undue hardship.

Employees have an equally critical role to play. They must keep the employer informed of their prognosis, provide feedback and accept reasonable solutions that the employer proposes. An employee who refuses a reasonable accommodation proposal treads on very shaky ground. The possibility of continued . . . [more]

History was made on June 26, 2020, in the Ontario Superior Court of Justice decision in R. v. Theriault.

It was a very detailed and meticulous decision that was well over 300 paragraphs long. It cited nearly 50 cases, and carefully went through the evidence and the law. But that’s not what made it noteworthy.

For the first time in Canadian history, the verdict was read out loud and live-streamed via Zoom on YouTube, to a massive audience. Over 20,000 people were reported to watch the verdict, which consisted of a judge reading his decision into a screen for the . . . [more]

Daniel Standing LL.B., Editor, First Reference Inc.

In McLean v Dynacast Ltd., 2019 ONSC 7146 (CanLII), the employer drastically changed the plaintiff’s job and forced him to accept the new arrangement or quit. The plaintiff chose the latter option and successfully sued for constructive dismissal. In accepting the plaintiff’s claim, the court summarized recent case law on mitigation, and awarded significant aggravated or moral damages to the plaintiff. . . . [more]

Despite the pandemic, the wheels of justice continue to turn. With several hearings continuing to occur remotely due to social distancing protocols, the Ontario Court of Justice announced they are scheduled to resume in-person hearings on July 6, 2020.

The incremental plan includes the use of limited courtrooms for all trials and preliminary inquiries involving accused persons who are in custody and who are out of custody. All participants in a trial or preliminary inquiry, including the accused person(s), counsel and witness(es) will attend in person, are expected to attend in-person, unless a judge has directed otherwise.

In part, this . . . [more]

Written by Daniel Standing LL.B., Editor, First Reference Inc.

No one wants to work in a toxic work environment. Some may persevere despite the negativity. Others may make a formal complaint and await an investigation, while others may resign. In Gibb v. Palliser Regional School Division No 26, 2020 ABQB 113 (CanLII), Madam Justice J.C. Kubik considered the plight of an employee who chose the third option and then sued her former employer alleging constructive dismissal. Before rejecting the claim, the court summarized the law on resignations and constructive dismissal. Ultimately, while an employee may feel that a workplace . . . [more]

In 1977, the Supreme Court of Canada heard the case of Smithers v. R., where two young hockey players who got into it, in and outside of the rink. In the brief altercation that ensued, one of the players died. The other player was charged and convicted of manslaughter.

The accused appealed unsuccessfully around the cause of death, which was due to asphyxiation. However, this was not due to any choking, but either the aspiration of foreign materials due to vomiting, and a malfunction of the epiglottis.

The unusual cause of death has therefore become one of the examples . . . [more]

By Lewis Waring, Paralegal and Student-at-Law, Editor, First Reference Inc.

One of the most important crucial aspects of managing the employment relationship is written policies. Company policies, when drafted and applied properly, can be an effective shield against liability in many employment law cases. Through policy, an employer sets the rights and obligations of the employer and the workers within the workplace. When employers draft up-to-date policy that stays within legal boundaries and workers are kept notified about their rights and obligations under that policy, employers may often successfully fend off legal action such as wrongful dismissal or constructive dismissal. . . . [more]

Written by Daniel Standing LL.B., Editor, First Reference Inc.

The recent criminal case of R. v. Anwar, 2020 ONCJ 103 (CanLII) involved a constitutional challenge to various provisions of the Criminal Code dealing with prostitution. The challenge contained a distinct workplace safety consideration: it alleged that the interplay between the challenged sections created a legal regime which was intended to prevent sex workers from lawfully using third parties to protect them and to prevent them from associating with others for their mutual protection-aspects which are natural, expected and encouraged in all other sectors of the economy. Before eventually declaring . . . [more]

On March 19, 2020, the Government of Ontario created a new regulation under the Employment Standards Act, which created a new emergency leave to protect workers who were sick from COVID-19. This was an important protection to ensure that workers were not dismissed as a result of being sick during the pandemic.

As the pandemic drags on, and social isolation and distancing rules create significant economic barriers for businesses, many lawyers have been considering whether there would be an enormous wave of employment litigation following the conclusion of the pandemic. Many employers have had to reduce wages, modify the . . . [more]