From the outset of my practice in July 2019, one of our goals is to be innovative in our operations as well as in how we serve our clients and the legal-ADR profession.
Here is a non-exhaustive list of considerations for you, your client and opposing counsel (“OC”) when exploring an arbitrator for a civil dispute in Ontario:
As a person, I occasionally like to challenge status quo. Add to that being a former civil litigator, I really like to play devil’s advocate. (Yes, some old (bad) habits are hard to break.)
Effective January 1, 2023, Ontario’s Employment Standards Act, 2000 (“ESA” or the “Act”) will no longer apply to employees who are business consultants or information technology consultants, subject to criteria in section 3(7).
If a seller (allegedly) lies to you to entice you to sign a contract to buy their business, will a court prevent you from arguing fraudulent misrepresentation to avoid paying the buyer because the contract contains a clause stating that anything not found within the written contract is of no effect?
The British Columbia Supreme Court ruled in Parmar v. Tribe Management Inc. that the employer’s mandatory vaccination policy “was a lawful response to the uncertainty created by the COVID-19 pandemic”.
Are you a legal professional who assumes that, regardless of outcome, the parties to a dispute always split the cost of the mediator 50/50? Or, do you assume, that, if the case settles at mediation, the defendant pays 100% of the mediator’s fees?
