The much anticipated appeal in Awan v. Levant was released today by the Ontario Court of Appeal. The Superior Court of Justice decision, now largely upheld on appeal, was important because it deals with defamation against a lawyer, but also provided salient points for understanding the nuance of online defamation in the modern era.

Central to the plaintiff’s claim of defamation was that he was referred to as a liar by the defendant. Justice Feldman, for the court, referred to paras 26-27 of the Supreme Court of Canada’s decision in WIC Radio Ltd. v. Simpson,

[26] … Brown’s

[This post is being published simultaneously on our blog]

Each year we compile lists of the most popular cases in the past year. This year is no exception, because one of the comforting things in life is consistency, and the most read cases on CanLII.org give you that this year. Five of the cases on the list were on last year’s list too, and the top two cases are unchanged from last year; four of the cases on this year’s list were on the top 10 list in 2014.

As ever we invite discussion of the cases . . . [more]

Defamation is an injury of sorts. Granted, it’s not a bodily harm exactly of the type we see in motor vehicle collisions, or the other types of intangible harms we see in non-pecuniary damages. Instead, defamation deals with a harm to a reputation.

The issue has come to a head in Ontario, with one of the most prominent players in the personal injury industry claiming foul against the Ontario Trial Lawyers Association (OTLA) over a CPD they conducted on marketing and the Rules of Professional Conduct,

Personal injury law firm Diamond & Diamond has lashed out at organizers of

Written by Cristina Lavecchia, Editor, First Reference

The Ontario Labour Relations Board (OLRB) recently dismissed an application where an employee claimed that her employer threatened her with discipline for exercising her right to refuse unsafe work. Why? The employee did not have the right to delay the employer’s investigation of her work refusal, to wait until her preferred union representative completed a personal matter and attended at the workplace. . . . [more]

In any given year a significant number of new laws come into force in British Columbia. The announcement of most laws are confined to back pages of the British Columbia Gazette, while a select few warrant engaging headlines in newspapers and make the rounds on social media. For example this year the Motor Dealer Amendment Act and the Profits of Criminal Notoriety Act both came into force. While those are undoubtedly very important pieces of legislation for some segments of the population (like motor car dealers and notorious criminals) I expect that few British Columbians were aware that those Acts . . . [more]

On June 30, 2016, the Minister of Justice and Attorney General of Canada, the Minister of Public Safety and Emergency Preparedness, and the Minister of Health announced the creation of a nine-member Task Force on Cannabis Legalization and Regulation (the “Task Force”).

The mandate of the Task Force was to consult and provide advice on the design of a new legislative and regulatory framework for legal access to cannabis, consistent with the Government’s commitment to “legalize, regulate, and restrict access.”

Over five months, the Task Force consulted with a wide variety of groups and individuals before finally releasing its report . . . [more]

We like to believe that our citizenship is integral to our identity. Unless we renounce it, we like to believe it cannot be taken away from us, and that is why we cherish it so much.

Of course that changed in 2014 with Bill C-24, which strengthened the ability of the government to revoke citizenship. Unless it was obtained fraudulently, the government was not able to enact this measure in modern times.

The number of revocations under Bill C-24 have actually increased under the new government, which appeared to criticize it while in opposition and restored citizenship to some . . . [more]

Written by Cristina Lavecchia, paralegal, Editor, First Reference

In a recent decision (Misetich v. Value Village Stores Inc.), the Human Rights Tribunal of Ontario (the Tribunal) questioned the value of various past case laws that have introduced and applied different tests for family status discrimination, including the Johnstone test. More specifically, the Tribunal disapproved of the existence of distinct “tests” for establishing family status discrimination. . . . [more]

A Toronto mall and its former “Fashion Santa” are having a snowball fight over the character. The mall hired a new Fashion Santa this year instead of the person who played the role before. The dispute is over who owns the character and name. They even have duelling trademark applications for Fashion Santa.

In the end it comes down to the facts (including whether the individual is an employee or an independent contractor, and who developed the character) and the nature of any agreement that might exist.

While disputes over public characters makes for good press, this kind . . . [more]

On November 2, 2016, the Nova Scotia government proposed accessibility legislation to promote equality of opportunity and increase the inclusion and participation of Nova Scotians who have disabilities or functional limitations in all areas of everyday life by promoting and encouraging the prevention, reduction and removal of barriers.

Moreover, the government intends to help make Nova Scotia a more accessible and inclusive place to live and work. . . . [more]

When Bill C-14 received Royal Assent on June 17, 2016 Medical Assistance in Dying (MAID) became law in Canada. But the debate over the limits of MAID are far from over.

Bill C-14 includes a number of review mechanisms. The entire scheme is subject to a 5-year review, with a report to be submitted with recommendations.

Specific portions of the Bill are subject to a shorter-term review, for “requests by mature minors for medical assistance in dying, to advance requests and to requests where mental illness is the sole underlying medical condition.” These issues were inadequately resolved at the time . . . [more]

The Accessibility Advisory Council’s (AAC) is inviting interested stakeholders to provide their views to its initial proposal for an accessibility standard for employment. Therefore, employment is the second of five accessibility standards being developed under the Accessibility for Manitobans Act (AMA).

The purpose of the employment standards is to remove employment barriers for persons disabled by barriers—including the obligation to provide reasonable accommodation—under the Human Rights Code. This standard will have a timeline for compliance, however, all employers must engage in emergency planning one year after the standard comes into effect.

Specifically, the employment standards have the following . . . [more]