Ontario’s Superior Court recently denied an employer’s motion for an urgent injunction to restrain its former employee from competing with it contrary to the employee’s purported fiduciary duty and employment agreement’s restrictive covenant.
Ontario announced a two-week extension of its third declaration of emergency and its second Stay-at-Home order, and that in response to the rapid increase of COVID-19 case rates, it would impose additional restrictions.
The Medical Officer of Health in the Peel Public Health Region will issue an order directing businesses with five or more cases of COVID-19 in the previous 14 days to close for 10 calendar days in certain instances.
On April 13, 2021, Ontario announced that in Phase 2 of its COVID-19 vaccine distribution plan it will provide vaccines to those 18 and over via mass immunization clinics.
Canada’s federal Minister of Innovation, Science and Industry has introduced Bill C-11, which seeks to reform federal private sector privacy legislation.
In Currie v. Nylene Canada Inc., 2021 ONSC 1922, Ontario’s Superior Court held that “exceptional circumstances” existed to justify making an award that exceeded the 24-month “high end” amount of reasonable notice for long-term employees.
A recent Human Rights Tribunal of Ontario decision provides a roadmap for how employers should determine whether they are required to accommodate employees and customers who seek exemptions from the City of Toronto’s mask-wearing requirement.
