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The court found the accused guilty of possession for the purpose of trafficking cocaine, heroin and methamphetamine, holding the UPHNS exemption did not cover distribution.
The court struck a petition challenging a Mental Health Act detention, denied a further adjournment, and dismissed the claims without leave to amend.
The court granted a stay limited to the December 31, 2024 disposal notice because the appellant met the RJR-MacDonald tripartite test: the appeal raised a serious issue, irreparable harm was shown given the likely destruction of the business and statutory compensation caps, and the balance of convenience favoured an expedited hearing while recognizing the public interest in disease control; other relief sought (permission for independent testing and suspension of related directives) was denied.
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The Federal Court dismissed judicial review of the CFIA’s stamping-out decisions, upheld the Notice to Dispose and exemption refusal, and awarded costs to the CFIA.
Appeal dismissed from a family-law order authorizing HPV vaccination of children and restricting discussion of the vaccine. The Court found no ignored evidence, bias, or free-expression error.
The Federal Court dismissed an application for judicial review of a CNSC refusal to order testing and removal of mine waste rock causing radon at Elliot Lake homes.
Deliberate non‑compliance with a known employer COVID‑19 vaccination policy, when the employee knew suspension was a likely consequence, constitutes wilful misconduct under section 31 of the Employment Insurance Act and disentitles the claimant from EI benefits for the suspension period (Nov 2, 2021–Jan 3, 2022).
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The Federal Court dismissed Ms. Wong’s judicial review of an EI leave-to-appeal refusal, holding the Appeal Division’s reasonableness decision was not unreasonable.
The Court dismissed a judicial review of a daycare licence cancellation, holding any notice defect was cured by a full de novo appeal hearing and caused no prejudice.
The Appellant knowingly and wilfully refused to comply with the employer's COVID-19 vaccination requirement established in response to the provincial Public Health Order; she knew or ought to have known that failure to comply would result in suspension and termination; that deliberate non-compliance constitutes misconduct under the EI Act and therefore disentitles and disqualifies her from EI benefits.
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