Recent News, Events, and Resources

Robynne Kazina discusses the legal process when separating from your spouse in Manitoba

Robynne Kazina Discusses Adopting a Child in Your Care

Robynne Kazina, Rhoni Mackenzie and Kelby Loeppky, of Taylor McCaffrey LLP, in collaboration with Public Interest Law Centre lawyers, Byron Williams and Allison Fenske, represented the seven LGBTQIA2S+ families who filed legal proceedings in the Manitoba Court of Queen’s Bench against the Manitoba government relating to its outdated Family Maintenance Act.

Bill C-78 (the "Bill") comes into force on March 1, 2021.  It represents the first major changes to the Divorce Act (the "Act") aside from the Child Support Guidelines, since the present form of the legislation came into being in 1985. Arguably, the Act sets the tone for the resolution of family law disputes regardless of whether jurisdiction for separating families is federal, provincial, or both.

In Manitoba, electronic transactions are covered by The Electronic Commerce and Information Act C.C.S.M. c. E55 (the "Act"). Within the Act, section 19 provides: Formation and operation of contracts 19(1)Unless the parties agree otherwise, an offer, the acceptance of an offer, or any other matter that is material to the formation or operation of a contract may be expressed (a) by means of an electronic document; or (b) by an act — such as touching a computer screen, clicking on a computer screen or speaking — that is intended to electronically communicate the offer, acceptance or other matter. Legal effect of contract in electronic form 19(2) A contract shall not be denied legal effect or enforceability merely because an electronic document was used in its formation.

As reported recently in the news, CUPE Manitoba's President was removed from his position after he was arrested for an alleged sexual assault.  This situation provides an opportunity to consider potential human rights implications when a person faces consequences in their employment due to alleged criminal conduct.

urrogacy in Canada.   Is it legal? Can a surrogate be paid? What can a Surrogacy Agreement cover? Surrogacy is an alternative for those who may have difficulty conceiving or those who require assistance in conceiving. 

How do you initiate an adult adoption? There are many cases where one may wish to adopt an adult whether it's to formalize a relationship between parents who have raised a child as foster parents, but unable to adopt the child or step-parents who were unable to adopt a child with whom they have formed a close relationship with. Partner, Robynne Kazina, will touch on the basics of adopting adult children in Manitoba.

Manitoba limited partnerships have found favour in the recent decades as a useful business organization, given the limited liability protection, and general ability to contract in or out of duties as the parties might wish. There are some trips and traps, however, the most notable being the consequence of the failure to file a notice in the public record of a change to the partners or their capital contributions.

A brief 3 minute video from partner, Robynne Kazina, to introduce you to the process of adopting a step child in Manitoba.

Over the years I have thought a lot about advice to give people going through tough family situations. This could be for discussions between separating couples; for talks between couples entering into cohabitation or pre-marital agreements where they are trying to find the right words about the securities they need to build their lives together; or it could be for conversations between parents and children who are trying to find common ground, at a time when they are feeling hurt.  It could also be for difficult discussions between siblings, business partners, or others who are in an important relationship.

Fiduciary duties in the context of the partnership relationship.

It is a basic tenant of any justice system not based purely (or perhaps more appropriately, impurely) on coercion, that the public accept the decisions flowing therefrom as being just. To be accepted as just, the proceedings must be perceived to be fair and decisions rendered based upon the evidence and a proper legal framework. While the structural framework upon which the evidence is presented and the legal issues addressed can and often should be much more flexible in arbitration than at Court, flexibility cannot come at the cost of fairness.

After a complainant files a human rights complaint with the Manitoba Human Rights Commission ("Commission"), the respondent may file a reply. The Commission may attempt to resolve the complaint through mediation or other means at any time.

This year more than ever our conversations have included the words ‘communicable disease.’ In response to the rapidly increasing impacts of COVID-19, individuals, businesses, governments, and industries have all been scrambling to learn and adapt.

New legislation has just been passed by the Manitoba Legislature repealing The Retail Holiday Business Closures Act, among other changes affecting retail businesses operating in Manitoba.  The new legislation removes provincial restrictions on the operation of retail business establishments on Sundays and holidays.

One of the cornerstones of the collaborative law process is the use of joint meetings.  The transparency of receiving the legal information from both lawyers together builds a foundation to make decisions, as the parties do not have to second guess what the other party's lawyer has said in their absence.  And it means that valuable energy, every bit of which is needed by the parties to reconfigure their lives, is not wasted on trying to assess if they are being manipulated.

Section 116 of the Income Tax Act (Canada) is a popular subject among tax commentators as it is fraught with pitfalls for the unwary.  However, it is worth revisiting due to some procedural accommodations that the Canada Revenue Agency (the "CRA") has made in light of the Covid-19 pandemic.

Many factors can cause a mortgagor to default on a mortgage: loss of income, marital issues, a failed or struggling business, insolvency, illness, or death, to name a few. Throw in a global pandemic on a scale not seen since the Spanish Flu of 1918 and the unfortunate reality is that we are likely to see a significant increase in the number of defaults in the coming months and years, on both residential and commercial mortgages.

The decision of the Federal Court of Appeal in Bank of Montréal v Yanping (Kate) Li, 2020 FCA 22, provides an interesting take on the settlement of a dismissal under the jurisdiction of the Canada Labour Code (the "Code") prior to a complaint of unjust dismissal being filed that federally regulated employers should be wary of.

The one Judge model presents both opportunities and challenges.  The opportunities presented revolve around the axes of greater efficiencies (including in scheduling), and creating a more interventionist case management environment, where consistent and proportionate oversight and follow up by the same Judge can facilitate a process and outcomes that should be more accountable, less complex, less expensive, more predictable, and in the final analysis, lead to speedier resolutions and greater access to justice. 

Matthews v. Ocean Nutrition Canada Ltd. is a recent decision of the Supreme Court of Canada (the "SCC") that dealt with the issue of how much money an employee is entitled to when successfully suing a former employer for wrongful dismissal (i.e. when an employee is dismissed by an employer without adequate notice).

Employers are obliged to ensure, so far as is reasonably practicable, the safety, health and welfare at work of all their workers. This would include ensuring that employees who should not be at work are, in fact, not at work.

The plaintiff was a 13 year employee of Saputo, a cheese manufacturer and wholesaler, prior to his termination on September 1, 2015. He sued claiming wrongful dismissal. Saputo defended on the basis that it had just cause to terminate the plaintiff's employment without notice.

There is no doubt that Assisted Human Reproduction (AHR) is a ‘hot topic’ in Canadian Law. As AHR becomes increasingly commonplace across the country, case law is ever-expanding and select Canadian jurisdictions have made legislative changes to reflect the evolving reproductive landscape.

COVID-19 Updates on Current Sitution in Manitoga Last updated: July 3, 2020

On June 17, 2020 the Ontario Court of Appeal released its decision in Waksdale v Swegon North America Inc., where (yet again) it set aside an employment contract the parties presumably entered in good faith and intended to be binding. The result was a significant win for the employee and a shocking surprise for the employer. What went wrong?

Futility of No-Contact Orders in Preventing Recurrence of Domestic Violence

The Government of Canada has introduced support programs for Canadian businesses facing financial hardship as a result of the novel coronavirus ("COVID-19") pandemic. These programs seek to address the wide variety of issues faced by businesses and self-employed individuals adversely impacted by COVID-19 including retaining employees, avoiding layoffs and/or re-hiring employees; providing access to credit; deferring income tax, sales tax remittance and/or customs duty payments; providing rent assistance; and supporting financial stability. This article addresses federal programs that have been announced to date which are generally available to Manitoba businesses and self-employed individuals; however, it is important to note that there are Federal programs available for specific industries and sectors of the economy over and above those referred to in this article.

In light of the COVID-19 pandemic, The Employment Standards Code (the "Code") has been amended to introduce a new, unpaid public health emergency leave for employees in Manitoba whose ability to work is affected by the COVID-19 pandemic. 

The Manitoba Human Rights Commission (the "MHRC") enforces and administers Manitoba's Human Rights Code (the "Code").  It has recently issued both a guideline and fact sheet providing information on how it interprets the Code and foresees its application in the context of COVID-19.

How is social isolation is creating a perfect storm of family law issues? Lawyers including Robynne Kazina, share their thoughts to Canadian Lawyer magazine whose article touches on issues and complications arising as a result of the COVID -19 pandemic.

On March 25, 2020 the Federal Government announced the coming Canadian Emergency Response Benefit ("CERB") to provide aid to many individuals whose income has been impacted by COVID-19. More details have been released as the days have passed, the program has evolved in some ways since originally announced, and went live on April 6, 2020.

Winnipeg Free Press shares how the Manitoba Courts are balancing safety and access to justice during the COVID-19 pandemic. Robynne Kazina, chairwoman of the family section of the Manitoba Bar Association contribute swith what she is witnessing and how she has adapted to the situation.

What follows are highlights of the more important duties, responsibilities and liabilities imposed on directors of a privately-held, for profit corporation incorporated pursuant to The Corporations Act of Manitoba (the "MCA") under the provincial and federal laws applicable in Manitoba.

Cooperatives and COVID-19:  Can a Co-op hold an AGM electronically?

On March 11th, 2020, the World Health Organization declared the outbreak of COVID-19 (aka Coronavirus) a pandemic. On March 20th, 2020, the Government of Manitoba declared a state of emergency and many business were forced to either close or restructure their operations.

As of March 18, 2020, 9:30am, 569 cases of COVID-19 have been confirmed in Canada. Cases have been reported in Alberta, British Columbia, Manitoba, New Brunswick, Nova Scotia, Ontario, Prince Edward Island, Quebec and Saskatchewan. A probable case has also been reported in Newfoundland & Labrador. The Public Health Agency of Canada (PHAC) currently notes that most Canadian employees remain at low risk of infection, there is an increased risk of more severe outcomes for Canadians aged 65 and over, with compromised immune systems, and with underlying medical conditions. There are also increased health risks for Canadian travelers abroad.

As of March 10, 2019, COVID-19, a novel coronavirus, has appeared in four provinces: Alberta, British Columbia, Ontario, and Quebec; with one reported death in BC.  Although COVID-19 has not yet reached all of Canada, we are reminded daily through news headlines, social media, and even water cooler conversation that there is potential for cases to increase.  While it is important to remember that at this time, the Public Health Agency of Canada notes that without sustained human-to-human transmission, most Canadian employees are not at significant risk of infection, employers should nonetheless be examining their workplace readiness for COVID-19, in an effort to minimize the impact of an outbreak on their businesses and ensure employee health and safety.

As the cold weather arrives, so does the flu. The flu poses many challenges for employers, most significantly in regard to worker absences. There’s little doubt that an employer might be motivated by a business interest to encourage workers who are sick with the flu to stay home and rest so they can nip the symptoms in the bud, return to work sooner and avoid passing the flu on to co-workers and causing even more absences. But we all know that many workers will come to work with flu-like symptoms and tough it out for a day or two, feeling they’re still well enough to work (a phenomenon called “presenteeism”).

A straight line is always the shortest distance between two points, but the road to equality in terms of sexual orientation has not travelled that most direct route. Finding our way anywhere new, particularly if the path is sometimes blocked by a need for social, cultural and legal change, takes time and perseverance.

Supporting Our Future Leaders - The Future Leaders Awards Reception, Thursday, January 30, 2020

The media and its 24/7 news cycle provides us with daily reminders that we are seeing an increase in the number of reported harassment complaints in the workplace.

The best time for an employer to get legal advice on termination of employment issues is before hiring the employee. The second best time is before the termination actually takes place.

A form called Notice to birth father is required to be served on birth fathers in certain adoptions. This applies to private adoptions, de facto adoptions, extended family adoptions, and step parent adoptions. However, the Notice to birth father does not to be served if the birth father is signing consent.

An Adoption Order has the effect of granting legal parental status. Adoption confers important legal rights and is a creature of statute, governed by the Adoption Act of Manitoba.

In WAPSO, IFPTE Local 188 v. The City of Winnipeg (unreported) (“WAPSO v. Winnipeg”), the arbitrator hearing a grievance commenced by the union was tasked with deciding whether the overtime provisions contained in a collective agreement were in breach of The Employment Standards Code (the “Code”), the legislation in Manitoba that sets out minimum employment standards

Farm protection legislation dictates creditor enforcement action in the agricultural sector. Separate and apart from the usual considerations surrounding "reasonably notice" and waiver or expiry of the BIA s. 244 Notice of Intention to Enforce Security, the federal Farm Debt Mediation Act S.C. 1997 c.21 ("FDMA") prescribes an additional Notice of Intention to Realize Security ("NIRS") which must be served with 15 business days' notice before any enforcement action can occur.

Although efforts have been made over the last 30 years to create uniform PPSA regimes across the country, there remains subtle differences between provinces – even between the western provinces where we were all supposed to have adopted the same "Western Model".

The Manitoba Court of Appeal recently issued its decision In Warkentin v BMO Nesbitt Burns Inc. et al, 2018 MBCA 22, where an investment advisor who had been dismissed from his employment, without cause, accused his former employer and its general manager of deceit and bad faith.

As you are likely already aware, as of November 1, 2018, any organization that is subject to the Personal Information Protection and Electronic Documents Act of Canada (“PIPEDA”) will now have additional obligations in the event that your organization encounters a privacy breach. 

Under the Federal Cannabis Act, Canadians who are 18 years of age or older are now permitted to possess up to 30 grams of cannabis

Reasonable accommodation to the point of undue hardship as required by human rights legislation is all about compromises.  Often there is a legal requirement for employers to compromise with lessened productivity or by paying more to get the work done.

The Customer Service Standard passed pursuant to The Accessibility for Manitobans Act will apply to the private sector starting November 1, 2018.

Deciding to buy a business is a high stakes moment for entrepreneurs, with legal ramifications as well as lifestyle changes, financial commitments and a wide array of other issues. 

This summer saw Winnipeggers take to the streets for the first time in a Transgender March and Rally as part of Pride – a sign of increasing efforts to bring political and public attention to trans rights.

The Pew Research Center reports that millennials are significantly less likely to be married than previous generations in their 20s.  In Manitoba, couples living together in a common law relationship can have rights and obligations identical to those of married couples.

As a result of recent developments at Land Titles relating to unregistered mortgage amending agreements, which were the subject of our recent article here, many Manitoba lenders have been reviewing their internal mortgage renewal and amendment processes.

Lawyers are often asked by clients how often should they review their Will. Most lawyers would provide a very short and simple answer such as every 3 to 5 years, or when there is a significant change in your life. Though these are fine guidelines, they do not provide much in terms of guidance.

Executors of an estate have certain obligations to beneficiaries of an estate. When an executor does not fulfill his or her obligations, beneficiaries have certain rights to force an executor to comply. This usually means getting the court involved.

According to a report by CIBC last year, Canadians between the ages of 50-75 are set to inherit $750 billion over the next decade. As a beneficiary, the law is there to protect your rights during a tough time.

The mortgage sale and foreclosure process in Manitoba is becoming more complex all the time. One recent development that has contributed to the complexity is the strict enforcement by the District Registrars of Manitoba of the rules relating to mortgage amending agreements and, more specifically, mortgage amending agreements that have not been registered against title. This is a change from past practice of the District Registrars.

In Rocktenn Co. of Canada Inc. and USW, Local 1-830, 2015 CarswellMan 547 (Peltz), the employer, in order to fulfill its obligations under the collective agreement, contracted with an insurer to provide weekly indemnity benefits to its employees.

The Supreme Court of Canada recently issued a significant decision impacting federally regulated employers. In Wilson v. Atomic Energy of Canada Limited, the Supreme Court confirmed that employees covered by Division XIV of the Canada Labour Code (the “Code”) have job protection that is similar to that enjoyed by unionized employees.

The Supreme Court of Canada recently issued a significant decision impacting federally regulated employers.

A shareholders’ agreement is an agreement between the shareholders of a company which generally sets out the shareholders’ rights, privileges and obligations along with the foundation of how the corporation will be set up, managed and run.

In Manitoba, the rules are strict regarding an application to cancel the certificate of a union, commonly referred to as “decertification.” The same rules apply if there is a collective agreement after an employer voluntarily recognizes a union – it’s just called “termination of bargaining rights.”

In Manitoba, the rules are strict regarding an application to cancel the certificate of a union, commonly referred to as “decertification.” The same rules apply if there is a collective agreement after an employer voluntarily recognizes a union – it’s just called “termination of bargaining rights.”

When I started practicing, about 24 years ago, provincial and federal programs for funding of affordable housing for seniors had started to dry up.

Aside from situations involving farm land (where a leave order must first be obtained before commencing proceedings), land registered under The Registry Act (where the Courts have jurisdiction), and other rare exceptions, mortgagees can generally pursue mortgage sale and foreclosure in Manitoba

Aside from situations involving farm land (where a leave order must first be obtained before commencing proceedings), land registered under The Registry Act (where the Courts have jurisdiction), and other rare exceptions, mortgagees can generally pursue mortgage sale and foreclosure in Manitoba without Court action.

While Proposal Trustees do not typically get involved with investigating or challenging pre-filing transactions to the extent of Bankruptcy Trustees do, they do have the power to do so.

Ultimately, knowledge of an employee’s drug or alcohol use (whether that knowledge is obtained through testing or otherwise) will typically require an employer to take some kind of job action towards the employee, given due diligence obligations imposed under occupational health and safety legislation to ensure the safety of workers at work.

Crowdfunding has become an increasingly attractive and innovative way for start-up businesses and smaller private companies to raise capital in North America through the pooling of smaller, individual contributions by investors.

Regular employees may be terminated at any time without cause upon being given the minimum period of notice prescribed by applicable legislation, or by being paid salary in lieu of such notice or as may otherwise be required by applicable legislation.

The Supreme Court of Canada (“SCC”) had to decide whether an employee had been dismissed when his employer placed him on an indefinite, paid suspension (see Potter v. New Brunswick (Legal Aid Services Commission), 2015 SCC 10). The SCC’s decision involved a review of “constructive dismissal” – finding that an non-union employee has been dismissed because of the employer’s conduct, even though the employer did not explicitly dismissed the employee.

A survey of laws across Canada reveals that every province and territory, with the exception of Nunavut, has implemented a law against driving while using cell phones.

Imagine this scenario: Purchaser buys a business in Manitoba from Vendor. Due diligence is completed and the sale goes through. Roughly 10 years later, the union raises questions about an employee’s pension.

“Do we need to address domestic violence in our violence prevention policy?” This question often comes up when we’re contacted by clients to advise them on workplace violence prevention.

Imposing a mandatory retirement policy for workers who hit a specific age can be a useful and valid way for employers to meet their safety and health obligations. However, employers who implement mandatory retirement policies may have their work cut out for them in demonstrating that the policy is justifiable.

Generally speaking, and although there is limited case law to assist us on this point, it is my opinion that the greater the nexus or connection to Manitoba, the more likely the flow of benefits from the Manitoba legislation (and in particular, as further discussed below, Section 63(2) which permits a limited partner to engage in the business of the partnership without losing the limitation of liability).

It took a while but ultimately the CCAA proceedings for The Puratone Corporation generated some jurisprudence. Puratone involved one of this country’s top five hog producers which filed for protection on September 12, 2012 – just two days after Big Sky Farms, the nation’s second largest hog producer, went into receivership in Saskatchewan.

Once default occurs and a lender refrains from enforcement or otherwise requiring strict compliance with lending conditions, forbearance has occurred. There used to be a certain banality with forbearance. If a debtor had cash flow difficulties, there was a reasonable expectation its lender would agree to provide time to pay or defer an instalment.

From the vast assortment of insolvency cases reported this past year, this paper culled out an even dozen for the purposes of this CAIRP Mid-Market Commercial Insolvency Update: two from the Supreme Court; two from Manitoba; and eight others from across the country.

The Farm Protection Regime in Manitoba is built upon a disjointed combination of Federal and Provincial Statutes. Through multiple notice requirements, various administrative stays, Federal and Provincial Mediation Boards and, in some cases, Court supervision, farmers in financial difficulty are afforded a generously wide safety net against the actions of their creditors.

The content of this paper is concerned primarily with small business corporations with fewer than ten shareholders. As such, matters typically related to larger entities such as foreign ownership and securities regulation are touched upon, if at all, in only a cursory way.

What follows is a summary of the restrictions and options available to a Cooperative registered under Manitoba laws, that wishes to raise funds, either from the public or on a private placement basis.

Under human rights legislation, alcoholism is treated as a disability which warrants accommodation to the point of undue hardship.

In the workplace safety and health context, as with many other regulatory offence statues, a health and safety Inspector will both conduct the regulatory inspection and the investigation into impugned conduct.

Given the significant legislative requirements imposed on employers with respect to workplace safety and health, it is probably not surprising that the undue hardship factor with the greatest rate of success has been safety.

It seems that every year or so the restructuring community will fixate on a particular new case. The initial shock of this “precedent” is promptly followed by dire predictions of it undermining the efficiency of the restructuring business in this country.