Home › Workplace Human Rights ›Human Rights: Evidence: Browne v Dunn Human Rights: Evidence: Browne v Dunn The rule of Browne v Dunn requires the cross-examiner to put to the…

Home › Workplace Human Rights ›Human Rights Factor: Influential is Enough: Not The Sole Reason Human Rights Factor: Influential is Enough: Not The Sole Reason Influential is Enough In this…

Home › Workplace Human Rights ›Proving the Human Rights Case: Prima Facie Case Proving the Human Rights Case: Prima Facie Case The law on this subject evolved in an era…

Home › Workplace Human Rights › Human Rights: Entitlement to a Hearing Human Rights: Entitlement to a Hearing In systems which do not allow for a direct user access process,…

Home › Workplace Human Rights ›Human Rights: Group Action Human Rights: Group Action The legislations of B.C., Manitoba, Saskatchewan, Canada, North West Territories and Nunavut allow for a group action…

Home › Workplace Human Rights ›Human Rights: Damages: Pre-Judgement Interest Human Rights: Damages: Pre-Judgement Interest PJI is generally allowed on compensatory damages. The Ontario Court of Appeal in Impact Interiors…

Home › Workplace Human Rights ›Human Rights: Remedies: Legal Costs Human Rights: Remedies: Legal Costs The law is emphatically clear that for an administrative tribunal to award costs, the statute…

Home › Workplace Human Rights ›Human Rights: Remedies: Public Interest Human Rights: Remedies: Public Interest The purpose of such a remedy is designed to remedy any future wrongdoing and educate…

Home › Workplace Human Rights ›Human Rights: Employer's Defence: Due Diligence Human Rights: Employer's Defence: Due Diligence Ontario’s Code has a provision which deems the employer liable for the acts…

Home › Workplace Human Rights ›Damages: Injured Feelings: Canada Damages: Injured Feelings: Canada Canada maintains a legislated cap on the sum to be awarded for compensatory damages of $20,000. As…