- Facebook could add video calls with possible Skype acquisition - Memeburn http://goo.gl/vTJYl
- Ex-NHLer Rob Ramage back before parole board (The Canadian Press) http://goo.gl/7u06R
- IP Addresses Do Not Equal People http://goo.gl/7QWP6
- Toronto law firm launches class action suit against Sony http://goo.gl/u4HNh
- Lindsay Lohan case: D.A. says reduction in charge forces them to drop theft case, hand it over to city attorney http://t.co/Og1RL9e
- Hague Court Seeks Warrants for Libyan Officials http://is.gd/qcQdqr
- Janzen case broadened definition of sexual harassment - Canada First Perspective http://goo.gl/uHT3X
- More residents claim Ford went way over campaign spending limit http://is.gd/2l4lc7
- Beware of fake law firm scam, B.C. law society warns - Vancouver Sun http://goo.gl/Yc4Rv
- Sex-trade workers say Ottawa trivializing their serious claims in appeal - The Canadian Press http://goo.gl/cjaaK
- Video: Meet the man who inadvertently tweeted bin Laden raid http://goo.gl/Ky5y7
- Liposuction doctor guilty of professional misconduct - Globe and Mail http://goo.gl/k0OJD
- Drabinsky deserves reduced sentence: lawyer - Globe and Mail http://goo.gl/PddKV
- Climate Change Suit Challenges U.S. Government http://goo.gl/RV0hf
- Another conviction based on disgraced pathologist's testimony overturned - Montreal Gazette http://goo.gl/tnIIc
- Auditor to make G8 report public in June http://goo.gl/chZ3j
- How a pay cut can end in court - Financial Post http://is.gd/oUQmtJ
- Being a klutz not enough for cause - National Post (registration) http://goo.gl/QAEZ2
Thursday, May 05, 2011
140 Law - Legal Headlines for May 5, 2011
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Thursday, May 05, 2011
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Wednesday, May 04, 2011
140Law - Legal Headlines for May 4, 2011
Here are today's leading legal headlines from Wise Law on Twitter:
- Sentencing Wednesday for former nurse who aided suicide of Brampton teen - http://goo.gl/6xUrj
- Photos from the Toronto Law Blogger Meetup - April 28, 2011:- http://bit.ly/mBXesn
- Ashley Smith family settles $11M suit - http://goo.gl/TxRrv
- Liberals ponder fighting on or merging with NDP - Bob Rae says a merger should be considered. - CityNews: - http://bit.ly/myyLXK
- Canadian Bishop to face child pornography tria l- http://goo.gl/9auVw
- Jonathan Turley: "If bin Laden wanted to change America, he succeeded" - http://t.co/oILWlR5
- Bell TV pulls Sun News Network - The Globe and Mail - http://goo.gl/rKaYI
- Beyond the polls: Reinventing Ken Dryden - http://goo.gl/f9Vei
- Gottlieb not involved in major Livent decisions: lawyer - CTV.ca - http://goo.gl/SrGCv
- Prosecutors Are Expected to Seek Dismissal of Charges Against Bin Laden - http://goo.gl/2amVW
- Dubai woman suing ex-husband for more than $12 million, claiming he failed to sexually perform during their marriage - http://t.co/qPcu6Pt
- Ont. woman sues Sony over data breach - http://goo.gl/qa0ZC
- Rules 4.01 and 53.03 Held Not To Apply To Experts Retained by Non-parties - http://goo.gl/cMEgm
- Bank numbers may have been stolen in Playstation breach: Sony - http://goo.gl/nCjXV
- Blagojevich back in court to face corruption charges - http://goo.gl/KGGML
- ‘Nazi guard’ Demjanjuk’s lawyer calls for acquittal - http://goo.gl/4XVBQ
- Ignatieff Resigns http://goo.gl/BAkVO
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Photos: Toronto Law Blogger Meetup - April 28, 2011
Here are a few photos from the Toronto Law Blogger Meetup on April 28, 2011:


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Altman v. Steve's Music: Moral and Punitive Damages Awarded in Ontario Wrongful Dismissal Action
After being diagnosed with lung cancer, the Plaintiff, Ms. Altman, was required to reduce her hours and to take two significant medical leaves, totalling approximately six months. Ms. Altman was terminated without reasonable notice, some 16 months following her diagnosis.
The Plaintiff was devastated by the termination and suffered a major depressive episode. The employer contended that Ms. Altman's employment had been frustrated by her illness and that she accordingly had no legal entitlement to compensation upon the termination.
The manner of the termination.
First Letter
We are the attorneys representing the interests of your employer Steve's Music....According to the information provided by our client, it appears that you have been remiss in your duties and obligations towards Steve's Music in failing to work minimum number of hours required by your employer from Monday to Friday . ... In view of the foregoing, we have as instructions to advise you that unless you fulfill your obligations toward your employer in full by working regular work days [sic] as stipulated by your employer's directives, Steve's Music will have no alternative but to advise you that your employment will be terminated, without further notice or delay.
Second Letter
We have as instructions from our client to advise you that in light of our correspondence addressed to both you and your attorney since October 2008 to date, as well as your application for long term disability and the fact that your position with Steve's Music, has since been abolished, Steve's Music has no obligation to reinstate you. . . . Steve's Music was full entitled to offset and deduct from your renumeration or for that matter any other sums due and owing to you, for your absenteeism, late arrivals and departures.
Madame Justice Corrick's ruling addresses five issues:
- Does Steve's owe Ms. Altman any outstanding compensation for severance, wages, vacation, commission, bonus and deferred profit sharing plan?
- Was Ms. Altman's employment contract frustrated?
- If Ms. Altman's employment contract was not frustrated, what is the appropriate period of notice?
- Are moral damages for mental distress appropriate, and if so, what is the quantum?
- Are punitive damages appropriate, and if so, what is the quantum?
The Defendant took the position that it was entitled to withhold outstanding salary and substantial accumulated vacation pay from the Plaintiff, claiming set-off for overpayment. It had continued to pay Ms. Altman's full salary while she was receiving treatment for cancer and absent. It claimed a credit for these "gratuitous" payments.
Employer's Defence of Frustration
In considering the defence of frustration put forward by Steve's Music, Corrick J. made a number of important points, each of which is worthy of specific note:
- Since the employer lacked medical evidence that Ms. Altman's condition was a "permanent disability" as at the date of termination (the relevant time at which the Plaintiff's disability is to be assessed) such that she would no longer be able to perform her duties at work, it could not rely on the doctrine of frustration to relieve it from its legal obligation on termination. The medical reports the Defendant sought to rely on were written more than a year after Steve's terminated Ms. Altman's employment, after Ms. Altman's cancer had spread to her brain and bones.
- Ms. Altman's application for long term disability benefits was not an admission by her that she had a "permanent disability" at law for the purposes of applying the doctrine of frustration of contract, even if she had met the definition of "permanent disability" as provided for in the Defendant company's Group Insurance Policy.
- Ms. Altman's job involved considerable paperwork. It was not a physical job entailing heavy lifting. Thus, the standard that had to be met by Steve's Music to show that Ms. Altman was physically incapable of performing her job was a high one, which it simply could not meet on the facts of the case.
- Despite the Defendant employer's bald assertion to the contrary, there was no evidence whatsoever that Ms. Altman had been remiss in her duties at work or that anyone was dissatisfied with her work. The fact that her cancer medically required her to work reduced hours clearly did not constitute neglect of duty.
To determine the period of reasonable notice owed to Ms. Altman, Corrick J. turned to the oft-cited Bardal factors finding that Ms. Altman was entitled to 22 months of notice. The Court underscored that Ms. Altman's vulnerable medical state and age meant that her chances for reemployment into a comparable position were very low, and justified an extended period of notice.
Mitigation
Corrick J. found that Ms. Altman's modest job search efforts were enough to meet her duty at common law, and that Steve's has not discharged its onus of proving a failure to mitigate.
Moral Damages
In deciding whether Ms. Altman should be awarded moral damages, Corrick J. focused on the manner of termination and the actual damage that had been caused to the Plaintiff by the Defendant's misconduct in this regard.
Dr. Li met Ms. Alman after she had undergone surgery, chemotherapy and radiation therapy. Dr. Brade referred Ms. Altman to Dr. Li as Ms. Altman was suffering from psychological distress. Dr. Li diagnosed her as suffering from a major depressive episode of moderate severity. In Dr. Li's opinion, this illness was precipitated by Ms. Altman's receipt by bailiff of October 7, 2008 letter from Kaufman Laramee informing her that she will be terminated if she does not work full-time hours. Dr. Li testified that this letter was more traumatic for Ms. Altman than being diagnosed with cancer or being told that her cancer could not be cured.
Dr. Li testified that Ms. Altman's depression required treatment because the presence of depression in cancer patients is very strongly co-related with poor survival, poor response to treatment, and higher mortality. . . .
Although Ms. Altman's depression remitted, her psychological distress has not abated, according to Dr. Li. Ms. Alman continues to be distressed over the conflicts she has had with her employer, which is activating her hormonal stress system and putting her health at further risk.
- The letters, in particular the second letter, were highly insensitive and inappropriate, and did not accord with the way the law requires employers to treat employees
- If the correspondence was issued in error, why hadn't anyone from Steve's music contacted the Plaintiff to rectify the error?
- The Defendant employer could not have issued two aberrant letters in error; this defied coincidence.
- Given the Plaintiff's length of service and dedication to her job, which she had performed without incident, management of Steve's Music should have spoken with the Plaintiff about her termination personally, not pawned this off on their lawyers to deal with in a cavalier manner.
- The letters were replete with mistruths from the Defendant employer's lawyers and signified that the Defendant employer was engaged in a campaign of deceit, which campaign attempted to conceal the true reasons for the Plaintiff's termination: the fact that her health problems had made her too much of burden and liability for Steve's to bear. Her job performance and competence were beyond reproach.
[117] The Supreme Court of Canada’s decision in Honda Canada Inc. v. Keays,[37] confirmed its earlier ruling in Wallace v. United Grain Growers Ltd.[38] that damages resulting from the manner of dismissal will be available if the employer engages in conduct during the course of dismissal that is “unfair or is in bad faith by being, for example, untruthful, misleading or unduly insensitive.”[39] The normal distress and hurt feelings resulting from dismissal from employment are not compensable.[40] The award of damages for mental distress caused by the manner of termination must reflect the actual damage caused and is meant to be compensatory in nature.
[118] In my view, Ms. Altman is entitled to moral damages...
[129] The manner of communicating termination has been held to justify damages for mental distress. In Bohemier v. Storwal International Inc. the Ontario Court of Appeal upheld an award of damages for mental distress in circumstances where an employee of 35 years was terminated by means of a cold and perfunctory letter delivered to his house by taxi on a Friday evening.
[130] Similarly, an employer’s harsh treatment of an employee known to be in difficult circumstances has been held to be the proper subject of damages for mental distress. In Rae v. Attrell Hyundai Subaru the employer sent notice of dismissal to an employee of four years by courier two weeks prior to the birth of her child. The Court of Appeal upheld the trial judge’s finding that this inexcusable conduct on the part of the employer merited a two-month increase in notice.
[131] Steve’s treatment of Ms. Altman was callous and insensitive. She was a 30-year employee who had been treated like family, and who worked for Steve’s as if she were a member of the family. She deserved to be treated better than twice having a bailiff deliver her a letter replete with mistruths from Steve’s lawyers – especially when Steve’s knew she was recovering from cancer treatment. No one in the management of Steve’s had the decency or courtesy to speak to her personally to express their dissatisfaction with the work arrangement to which they had previously agreed. I conclude that once Steve’s decided that Ms. Altman had become more of a liability than an asset to the organization because of her cancer, they abandoned her to be dealt with by their lawyers. These letters devastated Ms. Altman and caused her significant mental distress to the point of clinical depression. Ms. Altman’s mental distress has been long lasting and is ongoing.
[132] I award Ms. Altman damages in the amount of $35,000.00 as compensatory damages as a result of Steve’s breach of its duty to deal with Ms. Altman in good faith and with fairness in the manner in which they terminated her employment.
In finding that the Defendant's misconduct also called for punitive damages, Corrick J. noted the following:
- The employer had committed multiple violations of the Ontario Employment Standards Act, including withholding salary improperly and refusing to pay Ms. Altman's statutory minimum termination pay as set out in the Act. This constituted an independent, actionable wrong, a prerequisite for an award of punitive damages;
- The Defendant had roadblocked the Plaintiff's attempts to obtain long-term disability benefits long after her wrongful termination by failing to complete the Policyholder's Statement in the claim form, despite numerous attempts by Ms. Altman and others to get it to do so;
- The Plaintiff had to retain counsel to obtain her Record of Employment which would permit her to apply for and receive Employment Insurance Benefits; and
- The Defendant employer had chosen to fire Ms. Altman when her illness made her more of a liability to the business than an asset.
[139] Steve’s conduct must be viewed in the totality of Ms. Altman’s circumstances. In October 2008, Ms. Altman had just completed very intensive cancer treatment. Steve’s did not pay her during her medical leave, which began on October 17, 2008. In fact, Steve’s did not pay her for the hours she had worked that week. Ms. Altman had no source of income. Steve’s failure to honour its statutory obligations to pay her termination pay, to provide her with a Record of Employment to allow her to obtain Employment Insurance benefits, to comply with an order made by Conway J. to provide Ms. Altman with an accounting of her share of the deferred profit sharing plan, together with the other misconduct listed in paragraph 136 is reprehensible and high handed conduct that is deserving of this court’s denunciation.Moral Damages: The New Wallace Damages?
This ruling follows closely on the heels of Brito v. Canac Kitchens, another recent Ontario wrongful termination decision in which punitive damages were awarded against an employer for its callous treatment of an employee. In the February 2011 Brito ruling, Mr. Justice Echlin similarly admonished an employer for its conduct upon termination:
[18] Having regard for Canac’s cavalier, harsh, malicious, reckless, outrageous and high-handed treatment of Mr. Luis Romero Olguin, I award a further $15,000.00 in damages relating to its “hardball approach”.
[19] Pursuant to the Supreme Court of Canada’s decision in Honda Canada Inc. v. Keays 2008 SCC 39 (CanLII), [2008] 2 S.C.R. 362, I might have considered awarding “moral damages”. However, as indicated in Natalie C. MacDonald, Extraordinary Damages In Canadian Employment Law, Toronto: Carswell, 2010 at pp. 33-168 and 812-815, the relatively new common law head of damages, in this post-Wallace world, requires considerable specificity in pleading and further evidence which was not presented at this trial.
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Labels: bad faith, employment law, employment standards, employment standards act, Honda and Keays, punitive damages, Wallace Damages, wrongful dismissal
Tuesday, May 03, 2011
140 Law - Legal Headlines for May 3, 2011
Here are today's leading legal headlines from Wise Law on Twitter:
- NDP's rookie Quebec team includes sterling MPs - http://is.gd/YSnfZt
- Merger with 700-Lawyer Affiliate Gives DLA Piper World’s Biggest Attorney Roster, About 4,200 Strong http://is.gd/fl97W6
- Olbermann - A Special Comment: The Death of Osama bin Laden -http://goo.gl/Sq59Z
- Facebook Sued Over Social Ads Using Minors as Endorsers Without Permission - Bloomberg - http://goo.gl/2NdY2
- Trial of Jackson doc delayed until September http://goo.gl/EWkiN
- Election law broken as users take to Twitter http://goo.gl/3o2i4
- Ignatieff to address the media Tuesday morning at the Hotel Sheraton Centre in Toronto- CBC News - http://goo.gl/5svBR
- Associate Claims in Suit He Was Forced Out of Canadian Firm for Complaint ... - ABA Journal - http://is.gd/68T5wi
- Livent judge lost sight of presumption of innocence, court told - http://is.gd/StlwOe
- Osama bin Laden raid yields trove of computer data (Mike Allen/The Politico) - http://is.gd/j3IFu7
- Con majority: a country divided - http://is.gd/bCWApj
- Layton becomes Official Opposition leader - http://is.gd/1Jc2E1
- Green Party makes history: Elizabeth May wins seat - http://is.gd/vje8jS
- Great headline» Midway through the Obama recession, George W. Bush wins the war on terror - Balloon Juice - http://goo.gl/XClxa
- The Volokh Conspiracy » The Death of Bin Laden and the Morality of Targeted Killings - http://goo.gl/Rp9Vn
- Julian Assange: Facebook Is 'Appalling Spy Machine' (VIDEO) - Huffington Post - http://goo.gl/Hsbmf
- Hitchens on Osama Bin Laden in Abbottabad: The pampered client of a corrupt and vicious oligarchy - http://www.slate.com/id/2292687/
- Will this federal vote mean long-term change in Ottawa? - http://is.gd/FhF2D9
- Court resources shift to unrepresented litigants - Lawyers Weekly - http://goo.gl/gHDeM
- Drabinsky, Gottlieb take case to Appeal Court - CTV.ca - http://goo.gl/8eKkT
- Judge paves way for resolution of law firm breakup - Law Times - http://goo.gl/TQ7Es
- 2011 Law Society of Upper Canada Bencher Election Results - http://goo.gl/rMH78
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Tuesday, May 03, 2011
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Monday, May 02, 2011
140 Law - Legal Headlines for May 2, 2011
Here are today's leading legal headlines from Wise Law on Twitter:
- Welcome to Election Day - Will Liberals vote strategically... for Jack?
- Microsoft falls behind Apple for first time in 20 years | The Guardian: - http://bit.ly/jo4RRt
- The Devil likely died happy - http://is.gd/UeR4Ni
- Bin Laden Killed: The Nation Reacts | TPM Photo Galleries - http://goo.gl/gyaqH
- Osama bin Laden is dead, Obama says - http://goo.gl/KrHzA
- U.S. cables dissect Canada's leaders: WikiLeaks - http://goo.gl/qmD6F
- Congrats to Michael Fitzgibbon on 8 years of blogging at Thoughts From a Management Lawyer - http://bit.ly/jG15mt
- Canada Votes on Monday: Employee Entitlements - http://is.gd/bhMizt
- Royal Wedding: 10 million people comment on FaceBook - http://goo.gl/Hn6Z4
- Video: Obama and Seth Myers' speeches at the White House Correspondents dinner (see Trump fume): - http://goo.gl/V7Fx5
- Oklahoma professor allegedly terminated for being transgender - http://goo.gl/Q13sA
- Poll: NDP, Tories in virtual dead heat, either party could form minority government, | The Hill Times: - http://bit.ly/lc60rS
- Ont. cops probe leak after Layton message story breaks - CANOE - http://goo.gl/yovTA
- $21K discrimination settlement for Austin,Texas bus driver, fired for refusal to drive woman to Planned Parenthood - http://goo.gl/N18g7
- Stupid Lawsuits Filed Against Twitter, Facebook & MySpace For Sending Confirming Texts after Text-Unsubscribe Requests - http://goo.gl/Ws1r6
- Sony exec to brief media Sunday on data theft - http://is.gd/HnLiuq
- Law Prof’s Advice to Ginsburg and Breyer: Retire and Do It Now for the Liberal Cause - http://is.gd/kX3y0X
- Fraser v. Ontario: Constitutional Right to Collective Bargaining Survives, Just Barely - http://goo.gl/MoCR4
- Justice Dept. Attorney: Administration Could Challenge Sharia Bills - http://goo.gl/nGed5
- Court Lifts Federal Stem Cell Ban (Ariane De Vogue/ABCNEWS) - http://goo.gl/lat6M
- NHL crackdowns on signs cheering Canucks - http://goo.gl/XADCF
- Court ruling restores NFL lockout - http://goo.gl/yaXcf
- Child custody advocacy group wants changes to system - Toronto Sun - http://goo.gl/gjAsl
- Election law targets Twitter users, but will anyone listen? - CP24, Canada - http://is.gd/B1caBb
- Livent fraud convictions, jail time appealed - Metro Canada - Vancouver - http://goo.gl/XgDi4
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This Week At The Ontario Court of Appeal: 11-04-29
Each week Wise Law Blog reviews recent decisions from the Ontario Court of Appeal.
Mr. Pate appealed, seeking to find the Township liable for malicious persecution and arguing that the trial judge also erred by assessing punitive damages in too low an amount.
The Court of Appeal first considered the issue of malicious prosecution, as by the test created in Nelles v. Ontario: proceedings initiated by the defendant, terminated in favour of the plaintiff, absence of reasonable and probable cause, and malice (or a primary purpose other than carrying the law into effect). The Court of Appeal felt that the trial judge set the threshold for proving malice too high in his reasons as he had concluded that he could not infer malice from the surrounding circumstances and from the absence of reasonable and probable cause (which absence he found present in this case).
Further, the trial judge in his reasons required Mr. Pate to establish that the Township "intended to subvert or abuse the criminal justice system," which is not a necessary element for proving malicious prosecution under the Nelles test. The Court stated that the trial judge had improperly assigned the standard for proving malicious prosecution of a Crown prosecutor (who enjoys a higher standard on the grounds of prosecutorial discretion) to the Township, which was instead a private individual.
The Court also noted that in awarding Mr. Pate aggravated damages, the trial judge had essentially admitted the presence of malice in the prosecution of Mr. Pate in his reasons. Finally, the Court found that the trial judge had also been mistaken when he suggested that the test for initiation failed. The trial judge had felt that police had initiated the prosecution with their laying of charges, but the Court pointed out that since the false evidence presented by an official of the Township was what caused the officers to lay charges, initiation therefore emanated from their actions instead.
In regards to the punitive damages, the Court again agreed with Mr. Pate. The trial judge had decided that the principles of proportionality required him to limit punitive damages to $25,000 (and stated that otherwise he would have "ordered more," which the Court took to refer to punitive damages). However, the Court pointed out that although proportionality is a key element of a proper punitive damages measure, the standard of review for punitive damages is whether a properly instructed and reasonable jury could have concluded that the amount was required to punish the defendant, and that in this case the $25,000 figure was too low to satisfy that requirement. The Court therefore ordered a new trial on both issues (malicious prosecution and quantum of punitive damages) with costs going to Mr. Pate. Read-the-whole-case rating: 3.
Degennaro v. Oakville Trafalgar Memorial Hospital. Ms. Degennaro was staying overnight at the hospital with her son, who was undergoing treatment, and was given a bed to sleep upon which was actually more of a folding chair. She sat on the edge of the bed to make a phone call, and the bed collapsed underneath her, causing her to injure her sacrum. Eventually the injury developed into fibromyalgia, causing Ms. Degennaro constant pain. At trial, the hospital was found liable for her injuries and she was awarded approximately $3 million, of which about $1.6 million was for costs of future care.
The hospital appealed on three grounds: that the trial judge improperly rejected the evidence of their medical experts, that he improperly concluded that it was foreseeable that Ms. Degennaro would develop fibromyalgia, and that the $1.6 million award for future care costs was not connected to the evidence presented at trial.
The Court of Appeal disagreed with the appellants' first two submissions. The trial judge gave less weight to the opinions of two experts called by the hospital beneath than those called by Ms. Degennaro on the basis that the hospital witnesses were not the Plaintiff's treating physicians, while her experts were. The appellants argued that the judge improperly disregarded their experts' opinions. The Court found that this was not the case; the hospital's expert witnesses' lack of bedside time with Ms. Degennaro was merely one factor considered by the trial judge in assessing the respective expert evidence of each side.
The Court also disagreed with the appellants' argument that damages flowing from the fibromyalgia were not foreseeable as the ailment developed four years after the accident and required an intervening secondary accident (a car crash) to develop, and were therefore too remote to demand recovery of damages. The Court stated that it was foreseeabe that chronic pain would result from a physical injury, and this was a classic thin-skull situation where the plaintiff's greater affliction from the injury did not inure the defendants from responsibility for her injuries.
However, in regard to the costs of the plaintiff's future care, the Court agreed with the defendant's appeal. The trial judge had relied upon two reports estimating Ms. Degenarro's future costs of living with her affliction; no testimony was led at trial addressing the needs for the items listed in these reports. The Court felt that this submission was merited, as there was no resolution as to the correctness of the documents contained within the reports from which the judge could use to then assist in making an accurate assessment of the plaintiff's future needs. Although the Court felt that there was clearly a need to clearly establish an amount for costs of future care, they were in agreement that the trial judge erred. Seeking to avoid the costs of an additional trial, thel Court of Appeal reduced Ms. Degennaro's award by approximately $375,000. Read-the-whole-case rating: 2.
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Labels: Ontario Court of Appeal, Wise Law Ontario Court of Appeal Report



