In its decision in 9324-0422 Québec Inc. v. Gestion Paul Daigle Inc., 2017 QCCA 242, the Quebec Court of Appeal has reminded us that caution is in order when it comes to ruling on motions to dismiss at the interlocutory stage, even where a precedent would appear to predetermine the outcome of the proceeding.
Employers regularly have to deal with issues involving problem employees, such as persistent absenteeism, inappropriate behaviour or substandard work. Employers often have to intervene to ensure that their organizations function properly.
Langlois Lawyers assisted a hotel operator with its due-diligence investigation and discussions in connection with the proposed acquisition of the majority of the units in a condo hotel. The transaction was not completed in light of the risks identified during the due diligence process.
On May 27, 2016, Quebec Superior Court Justice Martin Bureau the dismissed a motion for a provisional injunction and a safeguard order seeking to suspend work on the reconstruction of the downtown core of the City of Lac-Mégantic.
Despite the efforts of the legislature and various interveners in the judicial system, major procedural delays are still prevalent in the legal system. The area of disciplinary law is no exception.
In Quebec, no fewer than 224 workers are injured every day on average1 in a multitude of different situations: a teacher is physically assaulted by a student; a newspaper deliverer suffers a fall in the poorly maintained entranceway of a customer; a construction worker is injured due to a crane operator’s negligence; a receptionist is harassed by her boss.