Un aperçu de la Loi sur la protection des fonctionnaires divulgateurs d'actes répréhensibles au Canada et du régime de dénonciation au sein du secteur public fédéral.
Aperçu de la protection contre les représailles pour les employés du secteur public fédéral au Canada en vertu de la Loi sur la protection des fonctionnaires divulgateurs d'actes répréhensibles. Présentation juridique.
earlegal#10 - Comment se préparer à un contrôle de l'Autorité de protection d...Lexing - Belgium
Comment limiter les risques en amont ?
Comment se déroule concrètement un contrôle ? Comment y réagir ?
Quel est l’ensemble de la documentation à pouvoir produire ?
Que doit pouvoir prouver le DPO par rapport à l’exercice de sa propre mission ?
par Fanny COTON et Marie DEJAER.
Un aperçu de la Loi sur la protection des fonctionnaires divulgateurs d'actes répréhensibles au Canada et du régime de dénonciation au sein du secteur public fédéral.
Aperçu de la protection contre les représailles pour les employés du secteur public fédéral au Canada en vertu de la Loi sur la protection des fonctionnaires divulgateurs d'actes répréhensibles. Présentation juridique.
earlegal#10 - Comment se préparer à un contrôle de l'Autorité de protection d...Lexing - Belgium
Comment limiter les risques en amont ?
Comment se déroule concrètement un contrôle ? Comment y réagir ?
Quel est l’ensemble de la documentation à pouvoir produire ?
Que doit pouvoir prouver le DPO par rapport à l’exercice de sa propre mission ?
par Fanny COTON et Marie DEJAER.
The document summarizes key issues in current employment law, including social media, overtime for smartphone use, working from home, managing older employees, and sick/disabled employees. It discusses emerging trends in social media and employment liability risks. It addresses when smartphone use constitutes overtime work and considerations for employees working from home. It also outlines challenges of an aging workforce and strategies for performance managing and accommodating older employees. Finally, it discusses managing employee performance and disability, including when they are related and unrelated.
In this presentation delivered at the Law Society of Upper Canada’s Six Minute Business Lawyer Conference on June 6, 2013, Bill Hearn addresses recent developments and trends in Canadian consumer protection law.
Latest Developments in Advertising and Marketing Law and Their Impact on Cana...DLA Piper (Canada) LLP
The document summarizes a presentation given to the Canadian Franchise Association on recent developments in advertising and marketing law and their implications for Canadian franchising. It discusses four recent cases: 1) A Dunkin' Donuts case on brand protection and promotion duties; 2) A Tim Hortons case on price maintenance; 3) A Time case on general impressions in advertising and use of disclaimers; and 4) A policy from OQLF on signage in Quebec under the Charter of the French Language. It also provides sample franchise agreement clauses related to trademarks, advertising, marketing, and protecting and enhancing the franchise system.
The document discusses key elements of sponsorship agreements, including defining the nature and rights of the sponsorship, exclusivity clauses, intellectual property licensing, payment terms, and dispute resolution. It provides an overview of a conference on advertising and marketing law that will cover these topics through presentations and case studies. Panelists will discuss rights of first refusal, ambush marketing, and how the Canadian Olympic Committee partners with sponsors.
The document discusses the importance of maintaining proper documentation in an employee's file for potential future litigation. It recommends including the offer letter, performance reviews, discipline records, accommodation documentation, and other relevant documents. Having a complete employee file can help employers meet production obligations, prove their case with contemporaneous evidence less subject to fading memory or bias, and avoid appearing disorganized if litigation occurs.
This document discusses whether operational employment information, such as time sheets, attendance records, and client invoices, should be considered "personal information" under privacy legislation. While the definition in British Columbia's Personal Information Protection Act could be read broadly to include such information, courts have interpreted privacy in other contexts to refer only to information of a personal or confidential nature that reveals intimate lifestyle details. The document examines options like implying limitations to the definition or expressly excluding "work product information" to clarify that operational records are not covered as personal information. It notes complaints under PIPA have not historically involved such records but a decision on this issue may be forthcoming.
Background Checks: The Legality of Reference, Credit, Criminal and Qualificat...DLA Piper (Canada) LLP
This document summarizes the legality of various types of background checks for employment purposes under Canadian privacy law. It finds that criminal record checks are only justified for positions with significant access to vulnerable groups or valuable assets. Credit checks and social media searches are rarely justified. Full background checks involving contacts like landlords are almost never allowed. While US law recognizes "negligent hiring", Canadian courts have not found employers liable for not conducting extensive checks as long as basic screening and oversight are in place.
The termination of a 30-year employee was mishandled and unfair. An investigation into a single complaint against the employee was biased and the employee was not given a chance to respond fully. The termination meeting was insensitive and did not follow the employer's progressive disciplinary policy. The court awarded the employee $200,000 in damages, including for loss of notice, aggravated damages due to the unfair dismissal process, and punitive damages for an attempt to get the employee to resign. The case shows how costly an unfair termination can be.
Maternity and Parental Leave outlines key issues regarding leaves in Canada. It is governed by employment laws and covers pregnancy (17 weeks) and parental leaves (35 weeks). Employees are generally entitled to continuous benefits and service accrual during leave. Upon return, employees must be placed in the same or comparable position. Employers cannot terminate or discriminate due to pregnancy or leave, though reasonable notice can be given. Requests to change conditions after leave are not legally required but must be considered carefully.
The document summarizes changes to WorkSafeBC regulations regarding mental health as an occupational health and safety issue. Key changes include:
1) Explicit recognition of mental injuries arising from significant work-related stressors such as bullying and harassment.
2) A two-part test for compensability requiring a traumatic event be work-related and cause a recognized mental disorder.
3) Employers now must address bullying and harassment complaints as safety issues to prevent retaliation claims.
The document discusses the Competition Bureau's recent crackdown on deceptive advertising through increased enforcement actions against companies using disclaimers. It notes several recent cases where the Bureau found that disclaimers did not negate the overall deceptive impression of ads and imposed large penalties. The Bureau wants to ensure consumers are protected from misleading representations, including those using fine print disclaimers. Advertisers are advised to ensure disclaimers do not contradict the general impression of ads and to expect continued strong enforcement from the Bureau.
This document discusses the legal and tax implications of employing contractors versus employees. It outlines several tests used by courts and tax authorities to determine status, including control, ownership of tools, chance of profit/loss, integration, and permanency. The tax and legal obligations of employers differ significantly from those of businesses engaging independent contractors. Key areas that are addressed include payroll, benefits, insurance, termination issues, and intellectual property rights. The document provides advice on structuring relationships and contracts to minimize risks of a contractor being deemed an employee.
This presentation, delivered as part of the ICABC Professional Development Program, looks at what accountants need to know about family legislation in B.C. to better serve their clients. Considering options available in reaching a settlement when a marriage or common-law relationship comes to an end, the presentation takes a look at how business and family assets are defined and the income tax issues that may arise from asset division. Dispute resolution options and cooperative approaches available under the Family Law Act are also explored.
The document provides guidance on how to prepare for and handle workplace inspections and investigations conducted by provincial regulatory officers. It outlines the differences between inspections and investigations and notes constitutional protections that apply to investigations but not inspections. The key recommendations are to have standard operating procedures in place, train employees on the procedures, remain calm and courteous but assertive if a regulator arrives, determine if it is an inspection or investigation, contact a lawyer if needed, take notes during any investigation, and always be prepared by keeping areas clean of unnecessary documents.
Mitigating Legal Risks and Staying Compliant While Running a Successful Onlin...DLA Piper (Canada) LLP
An overview of the laws, enforcement practices and industry guidelines regulating all contests (including those under the Criminal Code, Competition Act and Quebec's special contest laws), with special consideration of the risks involved when hosting a contest online.
To Disclaim or Not and How? Very Big Questions. A Primer for MarketersDLA Piper (Canada) LLP
This presentation addresses the following questions: When and how are disclaimers used in advertising? When do disclaimers cause problems and what are the costs? It also outlines the rules for properly using disclaimers in advertising under the Competition Act, as enforced by the Competition Bureau, as interpreted by Canadian courts, and as administered by Advertising Standards Canada.
This document provides an overview of an Anton Piller injunction order. It explains that this is an extraordinary legal remedy obtained without notifying the defendant that allows the preservation of evidence that may otherwise be destroyed. The document outlines the conditions for obtaining this order, how it has been recognized in Quebec law, its applications in labor law cases, and the protections for defendants against potential abuses of this process. Advantages of the order include encouraging settlements and obtaining evidence for future litigation, while disadvantages include high costs and risks of damages for non-compliance.
The document discusses an employer's right to monitor employee computer usage at work. It notes that while the internet provides productivity benefits, it also poses legal risks if misused. The employer has rights to manage and control its property and enforce standards, but privacy laws also apply. The level of employee expectation of privacy depends on awareness of monitoring policies. Employers can reduce expectations of privacy by creating clear written policies on authorized computer use that are signed by employees.
Exemple Prompt ChatGPT Gratuit détaillé en 6 étapes pour une compréhension facile et simple à appliquer à la communication avec ChatGPT, Perplexity ou autres IA similaires.
*exemple Prompt ChatGPT pas à pas*
Vous trouvez que ChatGPT est plus une énigme qu'une solution? Il est temps de revoir *votre communication avec ChatGPT* pour obtenir des résultats efficaces.
Avec l'exemple prompt ChatGPT décortiqué dans cette vidéo, vous apprendrez en 6 étapes comment transformer vos prompts ChatGPT habituels en prompts magiques.
*Ingrédients d'un prompt ChatGPT magique*
Exemple prompt cas d'usage rédaction post de blog sur le thème "les bienfaits de la méditation"
1. Commencez toujours par un **verbe d'action**.
L'ordre doit être spécifique pour guider l'IA de manière précise.
2. Fournissez le *contexte* de la thématique abordée
Il est crucial de délimiter le cadre de votre demande : détails sur la situation, la circonstance, l'atmosphère, le cadre, la conjoncture, ou la toile de fond.
3. Donnez-lui un *exemple*
Cela peut être un paragraphe d'un post, une URL, ou même une maquette visuelle. Laissez l'IA s'inspirer de cet exemple pour produire un contenu de qualité.
4. Présentez-lui le *persona*
Définissez clairement le persona ciblé à qui le billet du blog est destiné.
5. Précisez le *format*
Spécifiez le format du rendu souhaité. Cela peut être un texte avec des puces, un email, un script vidéo, un post de blog, un tableau comparatif, etc.
6. Précisez la *tonalité*
La tonalité du contenu est également importante. Indiquez si vous souhaitez un ton professionnel, conversationnel, humoristique, inspirant, ou autre. Par exemple, pour un article sur la méditation, vous pourriez demander un ton optimiste et positif, avec la personnalité d'un professeur de yoga amical et passionné.
7. Ajoutez **votre touche**!
N'hésitez pas à demander à ChatGPT d'ajouter une touche personnelle ou créative. Par exemple, vous pourriez dire "Surprends-moi avec un rebondissement inattendu" ou "Inclure une référence drôle".
A la 23e position au classement général, le Luxembourg enregistre son plus mauvais résultat à ce jour. Cela témoigne de l’indéniable perte de compétitivité du pays. La dégradation des résultats du Luxembourg est continue depuis 2021 et particulièrement rapide depuis l’année 2022, le pays perdant 10 places en seulement 2 ans, entre 2022 et 2024.
The document summarizes key issues in current employment law, including social media, overtime for smartphone use, working from home, managing older employees, and sick/disabled employees. It discusses emerging trends in social media and employment liability risks. It addresses when smartphone use constitutes overtime work and considerations for employees working from home. It also outlines challenges of an aging workforce and strategies for performance managing and accommodating older employees. Finally, it discusses managing employee performance and disability, including when they are related and unrelated.
In this presentation delivered at the Law Society of Upper Canada’s Six Minute Business Lawyer Conference on June 6, 2013, Bill Hearn addresses recent developments and trends in Canadian consumer protection law.
Latest Developments in Advertising and Marketing Law and Their Impact on Cana...DLA Piper (Canada) LLP
The document summarizes a presentation given to the Canadian Franchise Association on recent developments in advertising and marketing law and their implications for Canadian franchising. It discusses four recent cases: 1) A Dunkin' Donuts case on brand protection and promotion duties; 2) A Tim Hortons case on price maintenance; 3) A Time case on general impressions in advertising and use of disclaimers; and 4) A policy from OQLF on signage in Quebec under the Charter of the French Language. It also provides sample franchise agreement clauses related to trademarks, advertising, marketing, and protecting and enhancing the franchise system.
The document discusses key elements of sponsorship agreements, including defining the nature and rights of the sponsorship, exclusivity clauses, intellectual property licensing, payment terms, and dispute resolution. It provides an overview of a conference on advertising and marketing law that will cover these topics through presentations and case studies. Panelists will discuss rights of first refusal, ambush marketing, and how the Canadian Olympic Committee partners with sponsors.
The document discusses the importance of maintaining proper documentation in an employee's file for potential future litigation. It recommends including the offer letter, performance reviews, discipline records, accommodation documentation, and other relevant documents. Having a complete employee file can help employers meet production obligations, prove their case with contemporaneous evidence less subject to fading memory or bias, and avoid appearing disorganized if litigation occurs.
This document discusses whether operational employment information, such as time sheets, attendance records, and client invoices, should be considered "personal information" under privacy legislation. While the definition in British Columbia's Personal Information Protection Act could be read broadly to include such information, courts have interpreted privacy in other contexts to refer only to information of a personal or confidential nature that reveals intimate lifestyle details. The document examines options like implying limitations to the definition or expressly excluding "work product information" to clarify that operational records are not covered as personal information. It notes complaints under PIPA have not historically involved such records but a decision on this issue may be forthcoming.
Background Checks: The Legality of Reference, Credit, Criminal and Qualificat...DLA Piper (Canada) LLP
This document summarizes the legality of various types of background checks for employment purposes under Canadian privacy law. It finds that criminal record checks are only justified for positions with significant access to vulnerable groups or valuable assets. Credit checks and social media searches are rarely justified. Full background checks involving contacts like landlords are almost never allowed. While US law recognizes "negligent hiring", Canadian courts have not found employers liable for not conducting extensive checks as long as basic screening and oversight are in place.
The termination of a 30-year employee was mishandled and unfair. An investigation into a single complaint against the employee was biased and the employee was not given a chance to respond fully. The termination meeting was insensitive and did not follow the employer's progressive disciplinary policy. The court awarded the employee $200,000 in damages, including for loss of notice, aggravated damages due to the unfair dismissal process, and punitive damages for an attempt to get the employee to resign. The case shows how costly an unfair termination can be.
Maternity and Parental Leave outlines key issues regarding leaves in Canada. It is governed by employment laws and covers pregnancy (17 weeks) and parental leaves (35 weeks). Employees are generally entitled to continuous benefits and service accrual during leave. Upon return, employees must be placed in the same or comparable position. Employers cannot terminate or discriminate due to pregnancy or leave, though reasonable notice can be given. Requests to change conditions after leave are not legally required but must be considered carefully.
The document summarizes changes to WorkSafeBC regulations regarding mental health as an occupational health and safety issue. Key changes include:
1) Explicit recognition of mental injuries arising from significant work-related stressors such as bullying and harassment.
2) A two-part test for compensability requiring a traumatic event be work-related and cause a recognized mental disorder.
3) Employers now must address bullying and harassment complaints as safety issues to prevent retaliation claims.
The document discusses the Competition Bureau's recent crackdown on deceptive advertising through increased enforcement actions against companies using disclaimers. It notes several recent cases where the Bureau found that disclaimers did not negate the overall deceptive impression of ads and imposed large penalties. The Bureau wants to ensure consumers are protected from misleading representations, including those using fine print disclaimers. Advertisers are advised to ensure disclaimers do not contradict the general impression of ads and to expect continued strong enforcement from the Bureau.
This document discusses the legal and tax implications of employing contractors versus employees. It outlines several tests used by courts and tax authorities to determine status, including control, ownership of tools, chance of profit/loss, integration, and permanency. The tax and legal obligations of employers differ significantly from those of businesses engaging independent contractors. Key areas that are addressed include payroll, benefits, insurance, termination issues, and intellectual property rights. The document provides advice on structuring relationships and contracts to minimize risks of a contractor being deemed an employee.
This presentation, delivered as part of the ICABC Professional Development Program, looks at what accountants need to know about family legislation in B.C. to better serve their clients. Considering options available in reaching a settlement when a marriage or common-law relationship comes to an end, the presentation takes a look at how business and family assets are defined and the income tax issues that may arise from asset division. Dispute resolution options and cooperative approaches available under the Family Law Act are also explored.
The document provides guidance on how to prepare for and handle workplace inspections and investigations conducted by provincial regulatory officers. It outlines the differences between inspections and investigations and notes constitutional protections that apply to investigations but not inspections. The key recommendations are to have standard operating procedures in place, train employees on the procedures, remain calm and courteous but assertive if a regulator arrives, determine if it is an inspection or investigation, contact a lawyer if needed, take notes during any investigation, and always be prepared by keeping areas clean of unnecessary documents.
Mitigating Legal Risks and Staying Compliant While Running a Successful Onlin...DLA Piper (Canada) LLP
An overview of the laws, enforcement practices and industry guidelines regulating all contests (including those under the Criminal Code, Competition Act and Quebec's special contest laws), with special consideration of the risks involved when hosting a contest online.
To Disclaim or Not and How? Very Big Questions. A Primer for MarketersDLA Piper (Canada) LLP
This presentation addresses the following questions: When and how are disclaimers used in advertising? When do disclaimers cause problems and what are the costs? It also outlines the rules for properly using disclaimers in advertising under the Competition Act, as enforced by the Competition Bureau, as interpreted by Canadian courts, and as administered by Advertising Standards Canada.
This document provides an overview of an Anton Piller injunction order. It explains that this is an extraordinary legal remedy obtained without notifying the defendant that allows the preservation of evidence that may otherwise be destroyed. The document outlines the conditions for obtaining this order, how it has been recognized in Quebec law, its applications in labor law cases, and the protections for defendants against potential abuses of this process. Advantages of the order include encouraging settlements and obtaining evidence for future litigation, while disadvantages include high costs and risks of damages for non-compliance.
The document discusses an employer's right to monitor employee computer usage at work. It notes that while the internet provides productivity benefits, it also poses legal risks if misused. The employer has rights to manage and control its property and enforce standards, but privacy laws also apply. The level of employee expectation of privacy depends on awareness of monitoring policies. Employers can reduce expectations of privacy by creating clear written policies on authorized computer use that are signed by employees.
Exemple Prompt ChatGPT Gratuit détaillé en 6 étapes pour une compréhension facile et simple à appliquer à la communication avec ChatGPT, Perplexity ou autres IA similaires.
*exemple Prompt ChatGPT pas à pas*
Vous trouvez que ChatGPT est plus une énigme qu'une solution? Il est temps de revoir *votre communication avec ChatGPT* pour obtenir des résultats efficaces.
Avec l'exemple prompt ChatGPT décortiqué dans cette vidéo, vous apprendrez en 6 étapes comment transformer vos prompts ChatGPT habituels en prompts magiques.
*Ingrédients d'un prompt ChatGPT magique*
Exemple prompt cas d'usage rédaction post de blog sur le thème "les bienfaits de la méditation"
1. Commencez toujours par un **verbe d'action**.
L'ordre doit être spécifique pour guider l'IA de manière précise.
2. Fournissez le *contexte* de la thématique abordée
Il est crucial de délimiter le cadre de votre demande : détails sur la situation, la circonstance, l'atmosphère, le cadre, la conjoncture, ou la toile de fond.
3. Donnez-lui un *exemple*
Cela peut être un paragraphe d'un post, une URL, ou même une maquette visuelle. Laissez l'IA s'inspirer de cet exemple pour produire un contenu de qualité.
4. Présentez-lui le *persona*
Définissez clairement le persona ciblé à qui le billet du blog est destiné.
5. Précisez le *format*
Spécifiez le format du rendu souhaité. Cela peut être un texte avec des puces, un email, un script vidéo, un post de blog, un tableau comparatif, etc.
6. Précisez la *tonalité*
La tonalité du contenu est également importante. Indiquez si vous souhaitez un ton professionnel, conversationnel, humoristique, inspirant, ou autre. Par exemple, pour un article sur la méditation, vous pourriez demander un ton optimiste et positif, avec la personnalité d'un professeur de yoga amical et passionné.
7. Ajoutez **votre touche**!
N'hésitez pas à demander à ChatGPT d'ajouter une touche personnelle ou créative. Par exemple, vous pourriez dire "Surprends-moi avec un rebondissement inattendu" ou "Inclure une référence drôle".
A la 23e position au classement général, le Luxembourg enregistre son plus mauvais résultat à ce jour. Cela témoigne de l’indéniable perte de compétitivité du pays. La dégradation des résultats du Luxembourg est continue depuis 2021 et particulièrement rapide depuis l’année 2022, le pays perdant 10 places en seulement 2 ans, entre 2022 et 2024.
Libérer le Potentiel à l'Ère de la Transformation Numérique pour des Organisa...Mohamed Bouanane
À l'ère de l'Intelligence Artificielle (IA) et dans le monde interconnecté et à l'évolution hyperrapide d'aujourd'hui, la transformation numérique n'est plus un choix mais un impératif stratégique pour les organisations qui cherchent à devancer la concurrence ou à rendre des services à forte valeur ajoutée pour leurs clients ou leurs administrés.
En effet, les organisations sont de plus en plus sous pression pour s'adapter et exploiter la puissance des données, de l'analytique et de la transformation numérique afin d’améliorer leur efficacité au quotidien. Avec l'avènement de IA, le potentiel d'amélioration de l'efficacité opérationnelle, d'augmentation de la productivité et de satisfaction des clients et citoyens est plus grand que jamais. Pourtant, de nombreux dirigeants d'entreprises et du secteur public peinent à comprendre par où commencer et comment mesurer l'impact de ces technologies de pointe.
En somme, cet essai explore l’alchimie entre la transformation numérique, la gouvernance et l’intelligence des données, et l’adoption de l’IA pour réinventer les organisations, fournir des services innovants et créer de la valeur pour tous, en comprenant les subtilités de ces forces convergentes.
10 erreurs ChatGPT les plus courantes à avoir sous la main pour maximiser votre expérience lors de l'utilisation de cette interface conversationnelle qui vous met en relation avec l'IA. Que vous soyez un nouvel utilisateur ou un.e habitué.e de ChatGPT, la connaissance de ces 10 erreurs à éviter, vous aidera à faire un usage efficace et pertinent de l'interface. L'essentiel de ces 10 choses à ne pas faire avec ChatGPT est également disponible sur le blog .
https://axiz-ebusiness.com/10-erreurs-chatgpt-a-eviter/
Notre ami, Anton Piller (l’ordonnance d’injonction)
1. Notre ami, Anton Piller (l’ordonnance
d’injonction)
Pablo Guzman
Conférence sur le droit de l’emploi et du travail
Le 24 mai 2012
2. Injonction Anton Piller, ce qu’il faut savoir…
• Qu’est-ce qu’une ordonnance d’injonction Anton Piller?
• Conditions
• La reconnaissance de cette ordonnance au Québec
• Son application en matière de droit du travail
• La protection à l’égard du défendeur
• Injonction Anton Piller : comment se prévaloir?
• Avantages et inconvénients
3. Qu’est-ce qu’une ordonnance d’injonction Anton
Piller?
Son origine
• Existe en droit depuis plus
de 30 ans.
• Cette ordonnance a connu
ses origines, en matière de
droit de propriété
intellectuelle, dans la
décision Anton Piller KG c.
Manufacturing Processes Ltd
rendue en 1976, par la Cour
d’appel, en Angleterre.
4. Qu’est-ce qu’une ordonnance d’injonction Anton
Piller?
Objectif
• Son objectif primordial est de
conserver la preuve.
• Mesure « de se laisser
perquisitionner et de se
laisser saisir ».
• Anton Piller ≠ mandat de
perquisition ou de saisie
criminelle.
5. Qu’est-ce qu’une ordonnance d’injonction Anton
Piller?
Il s’agit d’un recours extraordinaire obtenu ex parte qui vise à empêcher
une personne de faire disparaitre ou de détruire des éléments de preuve
qui nous seraient utiles dans le contexte d’un litige et qui seraient perdus
ou détruits si un avis était donné au défendeur.
• Le défendeur aurait la possibilité de refuser l’exécution d’une telle
ordonnance, mais cela pourrait résulter dans une condamnation pour
outrage au tribunal.
• De plus, un tel refus pourrait compromettre éventuellement la défense du
défendeur (présomption de la preuve des faits reprochés dans la
demande).
• Il s’agit d’une mesure hybride comportant à la fois des éléments qui sont
propres à l’injonction et à la saisie avant jugement.
• Domaines d’application (concurrence déloyale, piraterie, violation de
propriété intellectuelle, etc.).
6. Qu’est-ce qu’une ordonnance d’injonction Anton
Piller?
« Rolling » Anton Piller et John Doe/Jane Doe
• Endroits inconnus
• Personnes inconnues
8. Conditions
A. Conditions relatives à l’injonction provisoire
• Un droit apparent clair.
• Un préjudice irréparable.
• Balance des inconvénients.
• Urgence.
9. Conditions
B. Conditions jurisprudentielles relatives à l’ordonnance Anton Piller
• Un commencement de preuve très solide.
• Un préjudice réel ou possible très grave pour le demandeur.
• Une preuve manifeste que le défendeur a en sa possession des
documents ou des biens pouvant servir de preuve et qu’il est
réellement probable que le défendeur détruise cette preuve avant
que ne puisse être introduite une demande.
• Une pleine et entière divulgation des faits pertinents.
10. La reconnaissance de ce recours extraordinaire au
Québec
• Le premier débat approfondi devant la Cour d’appel du
Québec concernant la validité et la reconnaissance au
Québec de ce recours est survenu en 2002 (Raymond
Chabot SST inc. c. Groupe AST (1993) inc. [2002]).
• Absence de cadre législatif.
• Recours compatible avec les dispositions contenues
dans le Code civil du Québec, le Code de procédure
civile et la Charte des droits et libertés.
11. Son application en matière de droit du travail
• Utilité particulière des
injonctions Anton Piller en
droit du travail :
• Veiller au respect des
obligations légales de loyauté
et confidentialité (Palmer inc.
c. Dupuis).
• Veiller au respect des clauses
de non-concurrence et de
non-sollicitation (Shermag inc.
c. Zelnicker et Raymond
Chabot SST Inc. c. Grroupe
AST Inc).
12. La protection à l’égard du défendeur
• La Cour suprême du Canada, dans l’affaire Celanese Canada inc.
c. Murray Demolition Corp. [2006], expose que le défendeur visé
par une demande Anton Piller doit bénéficier d’une triple
protection :
• Une ordonnance soigneusement rédigée décrivant les
documents à saisir et énonçant les garanties applicables
notamment au traitement de documents privilégiés.
• Un avocat superviseur vigilant et indépendant des parties,
nommé par le tribunal.
• Un sens de la mesure de la part des personnes qui exécutent
l’ordonnance.
13. Injonction Anton Piller : comment se prévaloir?
• Présentation par requête ex parte devant un juge en son bureau.
• Il n’est pas nécessaire de signifier au défendeur la requête
demandant l’ordonnance.
• Requête et pièces appuyées par affidavits.
• Lors de la demande, la preuve sera tenue pour avérée.
• Déterminer les personnes autorisées à exécuter l’ordonnance
(représentants du demandeur, huissiers, experts, policiers,
avocats, etc., voir Refplus inc. c. Kehar).
14. Avantages et inconvénients
Avantages
• Encourage la résolution des
litiges à l’amiable.
• Permettre l’obtention des
éléments de preuve pour
préparer un dossier dans le
cadre d’un éventuel litige.
15. Avantages et inconvénients
Inconvénients
• Critères d’admissibilité très
rigoureux.
• Implication des coûts
considérables.
• Le demandeur peut être
condamné à payer des
dommages-intérêts en cas
d’abus ou de dérogation de
l’ordonnance.