T. v. LaFarge Canada Inc.
Workplace Harassment Case: Fiduciary Duty and Negligence Claims Struck
Summary
A case involving allegations of breach of fiduciary duty, negligence, and intentional infliction of mental suffering in the workplace. The court dismissed the breach of fiduciary duty and negligence claims, finding they lacked a valid legal basis, and struck the tort claims as improperly framed. The court granted leave to amend the pleadings to include specific details about the alleged harassment.
Outcome
Claims for breach of fiduciary duty, negligence, and intentional infliction of mental suffering were struck; leave to amend pleadings was granted.
Key Factors
- breach of fiduciary duty
- workplace harassment
- negligence
- intentional infliction of mental suffering
- pleadings amendment
Related Cases
D. v. Staff Plus et al
2026 ONSC 2084 (CanLII) · 2026-04-27Judicial Review: HRTO Disability Discrimination Dismissal
This is a judicial review of a Human Rights Tribunal of Ontario (HRTO) decision dismissing an application alleging employment discrimination based on disability. The Divisional Court applied the Vavilov reasonableness standard, finding that the HRTO's determination that disability was not a factor in the termination was justified, transparent, and intelligible. The court also upheld the HRTO's refusal to admit supplementary evidence and denied the request for reconsideration, resulting in the dismissal of the judicial review application.
H.E. v. Rogers Communication
2026 ONCA 111 (CanLII) · 2026-02-13Discrimination Tort Claim Struck: Appeal Dismissed
This is an appeal to the Court of Appeal from a motions judge's decision striking an applicant's claim for discrimination. The plaintiff interviewed for a job with Rogers Communication in 2015 and sued the company in 2022, alleging he was asked discriminatory questions during the interview. The motions judge dismissed the action because there is no common law tort of discrimination and the two-year limitation period had expired. The Court of Appeal dismissed the appeal, agreeing that human rights legislation is the exclusive remedy for such claims and the limitation period barred the action. The plaintiff's action remains dismissed.
T. v. Good Health Walk-In Clinic
2026 ONSC 453 (CanLII) · 2026-01-28Judicial Review: HRTO Misgendering & Race Discrimination
This is a judicial review of a Human Rights Tribunal of Ontario decision concerning allegations of discrimination based on trans status and race. The Divisional Court found the Tribunal's reasons regarding the misgendering claim unreasonable due to a fundamental gap in analysis, setting that part of the decision aside and remitting it. However, the Court upheld the Tribunal's dismissal of the race and colour discrimination claim, finding no material facts linking the actions to race.
M. v. Department of National Defence
2025 ONSC 7256 (CanLII) · 2025-12-30M. v. DND: FPSLRA Bar on Harassment Claims
This is a procedural motion ruling in a wrongful dismissal and harassment case brought by a federal public sector employee against the Department of National Defence. The court addressed whether negligence and harassment claims were barred by the statutory grievance regime under the FPSLRA, characterizing them as employment disputes precluded from court action. Additionally, the court struck the plaintiff's claim for malicious prosecution due to insufficient pleadings and refused leave to amend.
G. v D.
2025 CanLII 150071 (ON SCSM) · 2025-12-19Federal Public Service: Civil Action Barred by FPSLRA
This is a procedural ruling on a motion to strike a civil action brought by a federal public service employee. The court determined that the Federal Public Service Labour Relations Act (FPSLRA) provides an exclusive grievance regime, thereby barring civil suits for disputes relating to terms and conditions of employment, including allegations of intentional torts and Charter breaches. The claim was struck without leave to amend, and costs were awarded.
More Ontario employment decisions from 2007
This summary was written by AI from the published decision and its headnote. It is not an official version of the decision; read the full text on CanLII before relying on it. This is legal information, not legal advice. Ontario Severance is an educational tool. If you are facing a serious employment law matter, consult with a qualified employment lawyer in Ontario.