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telephone conversation

By Occasional Contributors | 5 Minutes Read December 3, 2014

Supreme Court recalls broad principles regarding the disclosure of evidence held by a third party in Quebec civil law

By Martin F. Sheehan and Nikolas Blanchette
The civil law has recognized for some time that a party to a telephone conversation can record the conversation and use it in connection with civil litigation unless the use of such evidence would tend to bring the administration of justice into disrepute [1]. It is also recognized that a party cannot intercept a private communication between third parties and use it as evidence before the court[2].
What if a conversation between third parties is recorded by the police as part of a criminal investigation? Can a party to a civil dispute request the disclosure of such recordings and use them as evidence? The Supreme Court of Canada partially answers this question in Imperial Oil v. Jacques, 2014 SCC 66.

The facts

To carry out the “Octane” investigation into allegations of a conspiracy to fix gasoline pump prices in … Continue reading “Supreme Court recalls broad principles regarding the disclosure of evidence held by a third party in Quebec civil law”

Article by Occasional Contributors / Business, Privacy / admissibility in evidence of the disclosed recordings, anti‑competitive practices, civil proceedings, Code of Civil Procedure, Competition Act, Competition Bureau, criminal code, criminal investigation, disclosure is for the purpose of giving evidence, duty of confidentiality, evidentiary process, intercept a private communication, Quebec civil law, telephone conversation

By Christina Catenacci, BA, LLB, LLM, PhD | 5 Minutes Read March 26, 2014

The importance of documentation when dealing with a human rights complaint

This human rights case demonstrates the importance of preparing and maintaining proper documentation when interviewing job applicants for a position with the employer. In fact, the notes of the hiring manager in this case highlighted the fact that there were other reasons for not hiring a job applicant—and those notes likely prevented the employer's liability.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Human Rights / age, age discrimination, application forms, discrimination, documentation, duty to accommodate persons with disabilities, employer did not discriminate against the applicant based on age, employer's liability, employment, employment law, hiring, hiring manager, hiring process, Human rights complaint, importance of documentation, interview, job applicant, Job offer, pre-screening process, principle of equal opportunity, principle of non-discrimination, selection process, telephone conversation, The Northwest Territories Human Rights Adjudication Panel

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