In this blog, we discuss the legal considerations of moonlighting for employers and employees. In and of itself, moonlighting may be a perfectly acceptable practice. Employers beware: it can snowball into a legal problem quickly in some situations.
The words “force majeure” do not appear in the Canadian Trademarks Act. However, at least three provisions now afford trademark owners and the Registrar of Trademarks some flexibility in addressing the effects of so-called “acts of God” under Canadian law—events beyond a party’s control which make performance of their obligations impossible. The relevant provisions:
The last 12 months have been an exciting time in Canadian trademark law. In June 2019, the most significant changes in decades were implemented to Canada's Trademarks Act and Trademarks Regulations.