On June 25, 2020, the Ontario and British Columbia Information and Privacy Commissioners just shared the results of their joint investigation regarding a serious breach that took place in 2019 – the findings revealed that LifeLabs, Canada’s largest provider of general health diagnostic and specialty laboratory testing services, failed to protect the personal health information of millions of Canadians.
Effective July 7, 2020, Ottawa followed the lead of Kingston and Toronto by mandating the use of masks in public indoor spaces. Many other municipalities across Ontario have instituted similar rules (or seem to be headed in that direction).
Employers across Ontario are double-checking their contracts since the Ontario Court of Appeal released its judgment in Waksdale v Swegon North America Inc., earlier this month. The court held that if an Employment Agreement contains a termination-with-cause provision that breaches the Employment Standards Act, 2000 (ESA), the termination-without-cause provision will be rendered unenforceable as well. This is true even if the employer was not relying on the for cause section and had proceeded on a without cause basis. Even a severability clause cannot save a provision in this context.