Although all courts are backlogged during the pandemic, there is probably no more tension right now in our justice system than with family law, especially as parents struggle with social distancing while sorting out the exchange of children.

For some family law litigants, less pressing matters such as obtaining the exclusive possession of a matrimonial home has been pushed through the courts, as in Alsawwah v. Afifi.

Justice Kurz, in granting the motion for exclusive possession to the Respondent, indicated that much of the materials were unnecessary, distracting, and unhelpful to the resolution of the motion. On this . . . [more]

Written by Lewis Waring, Paralegal, Student-at-law, Editor, First Reference Inc.

Effects of unionization on the employment relationship

Unions have a variety of significant effects on the employment relationship and greatly affect the rights and obligations of employers and employees. The repercussions of unionization are so significant that the law surrounding unionized workplaces is considered to be an entirely distinct area of law from law surrounding non-unionized workplaces.

One such difference related to unionization is the legal path workers are allowed to take when confronted with a human rights issue in the workplace. In such a case, a non-unionized worker could . . . [more]

To say COVID-19 has sped up the pace of change in employment law is an understatement. Usually it takes months (or even years!) to make changes to Canadian employment legislation, but now we are seeing significant amendments announced and in force on the same day.

In particular, the federal government and most of the provinces have responded to COVID-19 by quickly amending employment standards legislation. Key areas where we have seen changes are: leaves of absence, hours of work and termination of employment. Below is a cross-Canada review of the amendments we have seen since the COVID-19 crisis began.

Leaves

We see it everywhere these days, and not just on social media. They’re touted by leaders and people in positions of power. False claims of prevention and treatment for COVID-19 are proliferating, and pose a danger to Canadians.

The Competition Bureau is aware of this and is monitoring the marketplace to ensure safety in messaging. They have already issued compliance warnings, including:

• making claims that herbal remedies, bee-related products, vitamins, vegetables or other food and drink products can prevent COVID-19 infections; and
• making claims—without first conducting the testing required by law—that certain UV and ozone air sterilization systems, as well

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

The Court of Appeal of Alberta’s decision in Calgary (City) v Canadian Union of Public Employees Local 37, 2019 ABCA 388 (CanLII) overturns a decision on judicial review that upheld an arbitrator’s decision to reinstate an employee who had been terminated from his employment for sexual harassment. The decision serves as a powerful reminder that sexual assault is inherently serious and, when coupled with a breakdown in trust arising from the perpetrator’s dishonesty, a termination will likely be the result. . . . [more]

On May 1, 2020, the Prime Minister of Canada announced that semi-automatic, assault-style weapons, would be banned,

These weapons were designed for one purpose and one purpose only: to kill the largest number of people in the shortest amount of time. There is no use and no place for such weapons in Canada.

Effective immediately, it is no longer permitted to buy, sell, transport, import or use military-grade assault weapons in this country.

The full list of the over 1,500 weapons was published in the Canada Gazette, as a regulation to the Criminal Code provisions regarding the terms “non . . . [more]

The Charter remains the bedrock of the Canadian constitution, even with concerns about the increased willingness of governments to derogate from those rights. Rights without a remedy may not have much meaning though, and and the enforcement provisions under the Charter itself state,

24. (1) Anyone whose rights or freedoms, as guaranteed by this Charter, have been infringed or denied may apply to a court of competent jurisdiction to obtain such remedy as the court considers appropriate and just in the circumstances.
[emphasis added]

What this means in a factual context has not been extensively analyzed by the courts. . . . [more]

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

In Liebreich v Farmers of North America, 2019 BCSC 1074 (CanLII), the plaintiff brought an action for wrongful dismissal against her former employer and a group of entities she claimed were jointly and severally liable. The court was required to first conclude that the plaintiff was a dependant contractor, and that several of the entities were jointly and severally liable. In addition to having to pay reasonable notice to the plaintiff, the employer’s blameworthy conduct in carrying out the termination led to an award of punitive and special damages. . . . [more]

As it has with so many of our regular practices, the coronavirus crisis has highlighted or brought to the fore the advantages and disadvantages of the relationship between the law, private enforcement, social pressure and “snitching” in enforcing desirable social practices. . . . [more]

On June 16, 2019, the Assemblée nationale du Québec passed the Act respecting the laicity of the State. On its face, the Act would appear to be controversial, seeking to ensure the non-religious nature of the state,

2. The laicity of the State is based on the following principles:

(1)   the separation of State and religions;

(2)   the religious neutrality of the State;

(3)   the equality of all citizens; and

(4)   freedom of conscience and freedom of religion.

The very next day though, the Act was challenged on the basis . . . [more]

Written by Lewis Waring, Paralegal, Student-at-law, Editor, First Reference Inc.

In the federally regulated employment sector, working overtime hours is subject to a number of requirements under the Canada Labour Code. Although such legislation requires that any and all overtime work be compensated adequately, even providing such compensation does not ensure that employers in the federally regulated sectors are in compliance with their obligations. In a recent decision, an Ontario court decided an employer’s policy and labour practices regarding overtime hours failed to comply with the Canada Labour Code in a dramatic and broad class-action lawsuit brought by a . . . [more]

The Ontario government has been making orders under the Emergency Management and Civil Protection Act (EMCPA) to address the coronavirus epidemic. It has quickly advised of the orders through press releases on the Ontario government news website. The orders take the form of regulations (and orders in council and sometimes only orders in council). However, it has not always been as quick — or quick enough — to post the regulation itself under the EMCPA. This is a problem. . . . [more]