Brendan Scott

The applicant employer sought judicial review of a Workplace Safety and Insurance Appeals Tribunal decision granting benefits to a worker who sustained paraplegia in a motor vehicle accident while driving a company truck.

The worker was driving home from work with coworkers and was found to be impaired by alcohol.

The Divisional Court dismissed the application, finding the Tribunal reasonably concluded the worker was in the course of employment and that, despite his serious and wilful misconduct in driving impaired, he was entitled to benefits under s. 17 of the Workplace Safety and Insurance Act because his injuries resulted in a serious impairment.

The Ontario Superior Court of Justice (Commercial List) heard two motions within a long-standing Companies’ Creditors Arrangement Act (CCAA) proceeding concerning U.S. Steel Canada Inc. (now Stelco Inc.).

Stelco Inc. sought approval for a Securities Purchase Agreement (SPA) to acquire the remaining ownership interest in a Land Vehicle from various Stakeholders (employees, retirees, pensioners).

DGAP Investments Ltd., a defendant, brought a cross-motion seeking a strict timetable for the completion of a separate land sale agreement (DGAP Sale Agreement) before the SPA could close, alleging bad faith by Stelco.

The court granted Stelco's motion, finding the SPA beneficial to the Stakeholders by providing immediate monetization and extricating them from ongoing litigation.

DGAP's motion was dismissed, as the court found no evidence of bad faith by Stelco sufficient to delay the SPA, and determined that the SPA and DGAP Sale Agreement were not mutually exclusive.

The court emphasized continued judicial supervision and the Monitor's role in future transactions.

The applicant university brought a motion within its CCAA proceedings for an order extending the stay period and an order approving the refinancing of its debtor-in-possession (DIP) facility with the provincial government.

The court found that the applicant had acted in good faith and with due diligence, and that the cash flow forecast demonstrated sufficient liquidity to operate during the extended stay period.

The court granted the requested orders, noting the significant interest rate reduction under the replacement DIP facility.

In the CCAA proceedings of Laurentian University, the applicant sought an order regarding a Compensation Claims Process.

On consent, the court deferred relief related to Third Party RHBP Claims to a subsequent hearing, ordering that the deadlines and procedures in the Compensation Claims Process Order would not apply to those claims at this time.

The remaining unopposed relief was granted.

The plaintiff, a 59-year-old senior executive with 14 years of service, was terminated without cause.

On a motion for summary judgment, the court determined the reasonable notice period to be 18 months.

The court held that the plaintiff was entitled to damages for his lost Sales Target Incentives (STI) during the notice period, as the policy did not unambiguously exclude it.

However, the court found that the Long Term Incentives (LTI) agreement unambiguously excluded recovery for unvested Restricted Stock Units.

The court ordered a trust and accounting mechanism for the remainder of the notice period to account for any mitigation earnings.