John Collard Field

The defendants sought leave to appeal an order dismissing their motion to compel the representative plaintiff to answer discovery questions regarding class members' tax and income information.

The Divisional Court dismissed the motion for leave to appeal, finding no reason to doubt the correctness of the motion judge's decision that the questions were speculative, disproportionate, and premature given that the methodology for calculating damages had not yet been determined.

The appellants appealed a decision denying certification of a proposed class proceeding against CIBC and CIBC World Markets for alleged misclassification of employees making them ineligible for overtime.

The Divisional Court dismissed the appeal, finding that despite an amended class definition, the issue of eligibility for overtime for Investment Advisors and Associate Investment Advisors required individual, case-by-case determinations regarding their managerial or supervisory functions.

The appellants failed to establish a basis in fact that the job functions were sufficiently similar to be resolved as a common issue.

The plaintiffs in a pension surplus class action moved for court approval of an amendment to a previously approved settlement after actuarial assumptions underlying the settlement proved incorrect and the anticipated surplus dramatically declined.

The amended settlement offered a guaranteed minimum payment and a potential capped second distribution if surplus re‑emerged by a specified date.

Numerous class members objected, arguing the amendment was unfair and inconsistent with the expectations created during the original settlement campaign.

The court held that it had jurisdiction under s. 29(2) of the Class Proceedings Act, 1992 to approve or reject the amended settlement but concluded the proposal was substantively, procedurally, circumstantially, and institutionally unfair.

The court emphasized that settlement approval requires fairness beyond mere monetary advantage and refused to approve an unfair settlement even if it represented the better option among undesirable alternatives.

The appellant appealed the dismissal of a motion to certify a class action on behalf of CIBC customer service employees for unpaid overtime.

The motion judge and Divisional Court had found it plain and obvious that CIBC's policy requiring pre-approval for overtime complied with the Canada Labour Code, and that individual issues predominated.

The Court of Appeal allowed the appeal, holding that it was arguable the pre-approval requirement violated the Code's mandate to pay for overtime 'required or permitted' by the employer.

The Court also found some basis in fact that CIBC's systemic practices breached employment contracts, satisfying the common issues requirement for certification.

Employees sought certification of a class action alleging that a bank misclassified analysts, investment advisors, and associate investment advisors as ineligible for overtime pay contrary to the Canada Labour Code and the Employment Standards Act, 2000.

The proposed class relied on job titles and levels to establish commonality, arguing that eligibility for overtime could be determined collectively or through statistical sampling.

The court held that determining whether an employee exercised managerial or supervisory functions required a fact‑specific assessment of the actual duties performed by each employee.

Evidence showed wide variation in responsibilities even among employees sharing identical job titles, defeating the proposed common issues and rendering statistical sampling inappropriate for determining liability.

As the central issues of overtime eligibility and breach required individualized inquiries, a class proceeding was not a preferable procedure and the certification motion was dismissed.

The appellants, former agents of the respondent insurance company, appealed the dismissal of their motion for certification as a class action.

They claimed termination and severance pay under the Employment Standards Act, 2000, alleging constructive dismissal due to the employer's change in its business model.

The Divisional Court upheld the motion judge's decision, finding that the claims required highly individualized inquiries regarding the impact of the changes, reasonable notice, and mitigation, and therefore lacked commonality.

The appeal was dismissed.

The representative plaintiffs in a certified class action regarding the Canada Life Canadian Employees' Pension Plan moved for approval of a settlement agreement, a variation of trust, and class counsel fees.

The claims involved the ownership of surplus assets, partial wind-ups, and the payment of plan expenses from the fund.

The settlement provided an estimated $54 million in financial benefits to class members, including surplus distribution and contribution holidays.

The court found the settlement to be fair, reasonable, and in the best interests of the class, noting the legal risks associated with the claims.

The court also approved the variation of the pension trust under the Variation of Trusts Act and the rule in Saunders v. Vautier, distinguishing the Supreme Court's decision in Buschau because the employer supported the variation.

Finally, the court approved class counsel fees of approximately $4.8 million as fair and reasonable given the results achieved and the risks undertaken.

The appellant, a bank employee, sought to certify a class action against the respondent bank for systemic unpaid overtime.

The motion judge dismissed the certification motion, finding no common issues that would advance the litigation and that the bank's overtime policy requiring pre-approval was lawful under the Canada Labour Code.

The motion judge also awarded $525,000 in costs to the respondent.

The Divisional Court dismissed the appeal, upholding the motion judge's findings that the claims required individual assessments and that the costs award was reasonable.

The appellant appealed an order finding that the respondent had met his obligation to cooperate under the minutes of settlement.

The Court of Appeal dismissed the appeal, finding no palpable and overriding error in the motion judge's reliance on the respondent's accountant's evidence regarding the risk of filing a false tax return.

The court also upheld the motion judge's costs order.

The appellants were unsuccessful in their appeal of a decision refusing to certify their class action.

The respondents sought costs on a partial indemnity basis.

The Divisional Court adopted the approach of the motion judge, who had awarded approximately 15% of the amounts claimed by the respondents, reflecting the principle that costs against unsuccessful plaintiffs in certification motions are typically modest to promote access to justice.

Costs were fixed at $6,600 for the TTC, $1,600 for Pinchin Environmental, and $400 for the Crown.

The appellants appealed a decision refusing to certify their action as a class proceeding.

The proposed class action concerned alleged asbestos exposure at a subway station during demolition activities.

The Divisional Court dismissed the appeal, finding no error in the motion judge's decisions to strike the amended statement of claim, conclude that a class action was not the preferable procedure due to overwhelming individual issues, and find the proposed representative plaintiffs unsuitable due to egregious delay and concerns regarding counsel's competency.

The appellants appealed a decision of the class proceedings judge who struck out their Amended Amended Statement of Claim.

The judge had put the appellants to an election to either abandon the proposed amendment or proceed with it after submissions on costs thrown away, pursuant to section 12 of the Class Proceedings Act.

The Divisional Court dismissed the appeal, finding that the judge made no error in her analysis and application of section 12 to ensure the fair and expeditious determination of the proceeding.

Following an appeal where the appellant achieved partial success against multiple respondents, the Court of Appeal determined the appropriate costs awards.

Recognizing the divided success at both the motions and appellate levels, the court ordered the appellant to pay costs for the motions below, while ordering certain respondents to pay costs for the appeal.

The court accounted for the multiplicity of counsel and the novelty of the appellant's arguments in fixing the amounts.

The appellant, former Commissioner of the Canadian Football League, appealed an order striking out his statement of claim against the CFL, its member clubs, and various individuals.

The claim alleged breach of confidence, negligent misrepresentation, breach of contract, defamation, injurious falsehood, and interference with contractual relations arising from his hiring and subsequent dismissal.

The Court of Appeal allowed the appeal in part, finding that while the statement of claim was prolix and contained evidence rather than material facts, certain causes of action for negligent misrepresentation, breach of contract, and defamation were viable.

The Court struck the entire pleading but granted the appellant leave to deliver a fresh amended statement of claim for the surviving causes of action.

The appellant, former Commissioner of the Canadian Football League, sued the League's member clubs and various individuals for almost $19 million following his dismissal.

The defendants successfully moved to strike out most of the statement of claim.

On appeal, the Court of Appeal upheld the striking of the claims for breach of confidence, injurious falsehood, and intentional interference with contractual relations.

However, the Court allowed the appeal in part, permitting certain claims for negligent misrepresentation and defamation to proceed against specific defendants, subject to the delivery of a fresh amended statement of claim to cure pleading deficiencies.

In an addendum regarding costs, the court considered the written submissions of the parties and the factors set out in Rule 57.01 of the Rules of Civil Procedure.

Applying the principle that costs must be reasonable and fair, the court fixed costs at $7,500 on a partial indemnity scale.

The defendant sought leave to appeal to the Divisional Court from orders dismissing its motion to decertify a wrongful dismissal class action and varying the process for adjudicating individual claims.

The defendant argued the motion judge erred in finding common issues and a workable plan, and in altering the application of Rule 49.

The court dismissed the motion for leave, finding no good reason to doubt the correctness of the motion judge's orders and noting that the Class Proceedings Act provides broad discretion to manage individual issues.

The defendant brought a motion for leave to appeal a decision dismissing its motion to decertify a wrongful dismissal class action and varying the process for adjudicating individual claims.

The class action involved former employees terminated after mass store closures.

The defendant argued the motion judge erred in finding common issues and a workable plan.

The Divisional Court dismissed the motion for leave to appeal, finding no good reason to doubt the correctness of the motion judge's orders and noting that the Class Proceedings Act provides adequate mechanisms to handle individual issues.

The plaintiff appealed a Divisional Court decision setting aside a motion judge's order that appointed judges and judicial officers as referees to determine individual class members' claims under the Class Proceedings Act.

The Court of Appeal dismissed the appeal, holding that a court cannot appoint a judge or judicial officer to conduct a reference under s. 25(1)(b) of the Class Proceedings Act without first obtaining the authorization of the Chief Justice or her designate under s. 14(1) of the Courts of Justice Act.

The consent of individual judicial officers is not an adequate substitute for the Chief Justice's overarching responsibility for judicial assignments.

The appellant employer appealed a trial judgment awarding the respondent employee 18 months' notice for wrongful dismissal, damages for mental distress, punitive damages, and solicitor-and-client costs.

The employee had suffered a workplace injury and was persistently harassed by the employer to return to work, causing her severe emotional distress and physical illness.

The Court of Appeal reduced the notice period to 12 months and set aside the punitive damages and costs awards.

However, the Court upheld the $15,000 award for mental distress, finding that the employer's extreme and insensitive harassment constituted the independent tort of intentional infliction of mental suffering.