Articles 2023

A review of the pomodoro technique, which is a personal productivity tool, with a list of software and websites to help the practitioner.

Law practice management skills are useful to all lawyers regardless of their role and practice status. This is especially so in our tech-driven age.

A feminist book review on Norm Bacal's Breakdown: The Rise and Fall of Heenan Blaikie.

On January 1, 2017, a new administrative dismissal regime came to Ontario. Actions in the Ontario Superior Court of Justice are now administratively dismissed pursuant to Rule 48.14 if the actions have not been set down for trial (or terminated by any means) by the 5th anniversary of the commencement of the action. Read on for a review of Rule 48.14 and its Small Claims Court counterpart, Rule 11.1.01.

In the context of constructive dismissal, what amounts to “substantial” change to an "essential" term of an employment contract? Specifically, when does a refusal to pay or reduction in employee compensation qualify as constructive dismissal? Recent case law suggests that while refusal to pay a bonus or vacation compensation may be a breach of contract, they may not be "essential" enough to trigger a constructive dismissal. Read on to learn more.

On May 24, 2018, the Law Society of Ontario (“LSO”) released “Options for Lawyer Licensing: A Consultation Paper”. In the paper, the LSO provides four lawyer licensing options for consideration. What are the four options? What are the advantages and disadvantages of each one? Read on to find out more.

There were two wrongful dismissal cases this week. One was brought by a physician against Sick Kids Hospital. The second involved the breach of fiduciary duty of a senior officer of a public company who was found to have been self-dealing. Other topics included spousal support and dismissal for delay.

A welcome message from our Chair and highlights of the Workers' Compensation Section's upcoming CPD programs!

A recent decision of the Divisional Court discusses what constitutes an action not made primarily for the purpose of claiming benefits under the Statutory Accident Benefits Schedule (SABS) and how this interacts with the Workplace Safety and Insurance Act.