Jonas Granofsky

The applicant sought judicial review of a decision by the Director under the Discriminatory Business Practices Act.

The Director had concluded that the Act was not engaged by agreements between the University of Windsor and student groups regarding protest encampments, which included a provision limiting institutional academic agreements with Israeli universities.

The Divisional Court dismissed the application, finding the Director's conclusion that the University was not 'engaging in business' under the Act to be reasonable.

The court also upheld the Director's alternative finding that the agreements did not mandate a refusal to employ or promote, as required by section 4(1)3(ii) of the Act.

The respondent was employed by the appellant, a commercial real estate company, from 2001-2004 and again from 2009-2017, serving as Managing Director.

Upon termination without cause on January 19, 2017, the respondent received statutory minimums under the Employment Standards Act but no bonus compensation.

The respondent sued for wrongful dismissal, claiming damages for reasonable notice, benefits during the notice period, and lost bonus compensation.

The motion judge found the termination clause unenforceable as it contracted out of employment standards without providing greater benefits.

The Court of Appeal upheld this finding and confirmed the respondent's entitlement to bonus damages for both the period worked and the notice period, as well as benefits compensation.

The plaintiff, a comedian, brought a motion for default judgment against the defendant, also a comedian, for defamation and a permanent injunction.

The defendant had published numerous defamatory statements on social media, accusing the plaintiff of being a "predator" who "drugs women without their consent." The defendant was noted in default and did not appear.

The court found the communications defamatory, causing significant damage to the plaintiff's reputation, career, and mental health.

The court awarded general, special, and punitive damages, and a permanent injunction, along with costs.

The plaintiff brought a motion for summary judgment in a wrongful dismissal action.

The core issue was the enforceability of a termination clause that the plaintiff argued contracted out of the Employment Standards Act (ESA) by failing to explicitly provide for severance and benefit continuation.

The court found the termination clause unenforceable because it potentially provided less than the ESA minimums.

The plaintiff was awarded 8 months' reasonable notice at common law and compensation for lost bonuses during the notice period, as the bonuses were found to be an integral, non-discretionary part of his compensation.

The claim for lost benefits was dismissed due to a lack of evidence of actual loss.