You can learn more about our upcoming programs at https://www.globalphilanthropy.ca/events
Here are a number of Upcoming Webinars from the Canadian Charity Law Association.
Here is an article that I wrote for the Ontario Hospital Association entitled Seven Key Tasks of Hospital Foundation Boards. Irrespective of the type of registered charity you are on you might find it helpful.
The Blumbergs' Canadian Charity Sector Snapshot 2015 is an annual census of Canadian registered charities. Every Canadian registered charity completes the T3010 Registered Charity Information Return and here are the 2015 results.
Here is a recent article on how Ontario charities can face the future corporate changes brought on by the ONCA. ONCA will affect tens of thousand of Ontario non-profits and charities.
In a recent decision, the Ontario Superior Court of Justice has held that an Executor was negligent in carrying out her duties as an executor and trustee of the Estate, and was personally liable to compensate a beneficiary, when she relied on her Co-Executor to establish a trust fund for the beneficiary as required by the Will, but where the trust fund was never established and the Estate funds intended for the trust fund were dissipated by the Co-Executor.
In a recent decision, the Ontario Superior Court of Justice has held that where majority shareholders are ordered to purchase all the shares of the minority shareholders, a minority discount should not be applied to reduce the purchase price for the shares.
In this recent decision, Dagg v. Cameron Estate, of the Ontario Superior Court, the Honourable Mr. Justice Bale discussed whether a child who had not been born at the time of his father’s death and/or the mother of that child were entitled to dependant support from the father’s estate.
In Fraser v. Canerector Inc., 2015 ONSC 2138, the plaintiff was a 46-year-old senior executive who was dismissed from his employment in June 2014 after 34 months (2.8 years) of service. He argued that he had been induced to leave a secure, long-term position at another firm, where he had worked for approximately seven years, to accept employment with the defendant and, as such, the period of reasonable notice ought to reflect his combined length of service to both employers. He claimed that 12 months’ notice would be reasonable in the circumstances.
The duty to mitigate is a well-established common law principle that requires employees who have been wrongfully dismissed to make reasonable efforts to secure comparable alternative employment following their dismissal. If a dismissed employee fails to fulfill the duty to mitigate, either by not reasonably searching for new employment or by turning down a comparable employment opportunity, the court may reduce the amount of damages awarded to the employee.