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ONCA Sets Limitation Period for Loss Transfer Claims

April 6, 2012

MT Insurance Law Blog

The Court of Appeal for Ontario has clarified the limitation period law for loss transfer arbitrations. The issue before the Court was whether the limitation period to initiate arbitration starts the day after the first party insurer sends a loss […]

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Entitlements of Employees who Resign with an Extended Notice Period

April 3, 2012 | Jill W. Wilkie

Canadian Labour & Employment Law Blog

In the absence of a contractual provision to the contrary, an employee must provide his or her employer with reasonable notice of his or her resignation. Occasionally, however, an employer may find itself faced with the question of how to […]

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FSCO Fails to Force Facilities to Face Forbearance for Fraud

March 29, 2012

MT Insurance Law Blog

A FSCO arbitrator has denied an insurer’s request to stay 15 arbitration proceedings while it pursues fraud claims against notorious clinics at the Superior Court. There are 15 unrelated arbitration matters with a common denominator: the involvement of Assessment Direct […]

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Supreme Court to Address Random Alcohol Testing in the Context of Dangerous Workplaces

March 27, 2012

Canadian Labour & Employment Law Blog

On March 19, 2012, the Supreme Court of Canada (“SCC”) granted leave to the Union to appeal the New Brunswick Court of Appeal decision in Communications, Energy and Paperworkers Union of Canada, Local 30 v. Irving Pulp & Paper, Limited 2011 […]

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Limitation Periods and Bad Faith Claims For Failure to Settle

March 22, 2012

MT Insurance Law Blog

On March 22, 2012 the Ontario Court of Appeal released its reasons in Dundas v. Zurich Canada 2012 ONCA 181 in which the Court discusses the limitation period for bad faith actions against insurer, where right of action is assigned […]

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Ambiguous Employee Resignations – A Cautionary Tale

March 19, 2012 | Monique Petrin Nicholson

Canadian Labour & Employment Law Blog

A recent, rather colourful, case out of British Columbia serves as a cautionary tale for employers in respect of equivocal resignations by employees, and provides some guidance to employers on how to respond to a resignation “bluff” from an employee. […]

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Due Diligence Clarified for Occupational Health and Safety Professionals in Nova Scotia Decision?

March 15, 2012 | Aniroodh Devalia

Canadian Labour & Employment Law Blog

In a judgment that reflects a growing trend of holding safety professionals in an organization increasingly more accountable, the Nova Scotia Provincial Court has fined an occupational health and safety (“OHS”) professional $1,000 for failing to take adequate steps to […]

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An Eye on Collective Bargaining and the Taxpayer

March 13, 2012 | André R. Nowakowski

Canadian Labour & Employment Law Blog

The last few years of global economic difficulties continue to take their toll in all facets of life.  In Canada, this includes tremendous pressures on government spending at all levels.  In response to the major recession that began in 2008, […]

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Case Comments on Vernon v. British Columbia (Ministry of Housing and Social Development)

March 5, 2012 | Thomas V. Duke

Canadian Labour & Employment Law Blog

From time to time, it’s good for employers to be reminded of what can happen should a termination not be handled properly. The recent BC Supreme Court decision in Vernon v. British Columbia (Ministry of Housing and Social Development – […]

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Check-up on the Accessibility for Ontarians with Disabilities Act, 2005: Is your organization complying?

February 29, 2012 | Laura Cassiani

Canadian Labour & Employment Law Blog

On January 1, 2012, the Accessibility Standards for Customer Service (the “Customer Service Regulation”) and some sections of the Integrated Accessibility Standards, both made pursuant to the Accessibility for Ontarians with Disabilities Act (the “AODA”), came into force for private […]

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Disclaimer

This blog sets out a variety of materials relating to the law to be used for educational and non-commercial purposes only; the author(s) of this blog do not intend the blog to be a source of legal advice. Please retain and seek the advice of a lawyer and use your own good judgement before choosing to act on any information included in the blog. If you choose to rely on the materials, you do so entirely at your own risk.