Author: Darren Williams

  • The Benefit of an Employment Contract

    The Benefit of an Employment Contract

    A well-written, one-page standard form employment contract can save an employer tens of thousands of dollars on a single employee’s termination, yet they are surprisingly rare.  I would estimate that less than one-third of employers in B.C. have written employment agreements with their employees.  Such agreements are very useful because they can define circumstances where the employer may fire the employee without having to prove they had the just cause discussed below, and can limit the employee’s entitlement to severance to the minimum required by the B.C. Employment Standards Act (which ranges from one week of notice after three months of service, up to 8 weeks of notice after 8 years of service), and limit the employer’s exposure to having to pay the more generous compensation awarded by some courts (which can average about one month for every year of service, up to approximately 24 months).  In many cases, it is less stressful and expensive for an employer not to try to prove they had just cause to fire an employee and simply pay the employee the limited entitlement of severance under the employment agreement, but of course, this benefit only exists if there is an appropriately worded and signed employment contract.  If no agreement exists, the employer must determine whether they have just cause to terminate in order to avoid paying potentially significant severance damages.

    If you have a question about this topic or another legal issue, contact us for a free legal consultation.  Reach us via phone at 250-888-0002, or via email at info@leaguelaw.com.

  • What is a Crosswalk?  The Answer Might Surprise You

    What is a Crosswalk? The Answer Might Surprise You

    Most people think that a crosswalk is only that area on a street marked with parallel white lines.  Unfortunately, most people are incorrect.  The B.C. Motor Vehicle Act defines a crosswalk as:

    crosswalk means

     (a) a portion of the roadway at an intersection or elsewhere distinctly indicated for pedestrian crossing by signs or by lines or other markings on the surface, or

     (b) the portion of a highway at an intersection that is included within the connection of the lateral lines of the sidewalks on the opposite sides of the highway, or within the extension of the lateral lines of the sidewalk on one side of the highway, measured from the curbs, or in the absence of curbs, from the edges of the roadway;

    B.C. law clearly states that a crosswalk includes an unmarked area if it is at an intersection and within imaginary lines drawn from opposite sides of the highway (road), or within imaginary lines on one side of the highway (such as across the base of a “T” at a T-intersection).  An intersection is defined in the B.C. Motor Vehicle Act as:

     “intersection” means the area embraced within the prolongation or connection of the lateral curb lines, or if none, then the lateral boundary lines of the roadways of the 2 highways that join one another at or approximately at right angles, or the area within which vehicles travelling on different highways joining at any other angle may come in conflict;

    This means that a crosswalk exists whether the intersection is controlled by a stop sign or a stop light, and whether or not there are distinct pedestrian markings.

    At LaW, we care about pedestrian rights and fight to make sure your rights are protected.  For a free consultation, call 250-888-0002.

  • Does the Employer have Just Cause to Terminate?

    Does the Employer have Just Cause to Terminate?

    Having just cause allows the employer to terminate the employee immediately without giving the employee working notice or severance pay. It is, when terminating an employee, what most employers look to establish because it is the quickest and presumably the cheapest way to rid themselves of a bad employee. However, employers are often mistaken about whether an event or a series of events (such as insubordination, poor performance, lateness, dishonesty) amount to just cause, and many expensive lawsuits arise because an employee, and ultimately a judge, disagrees that the employer had just cause to terminate.

    There is no universal definition of just cause, but it exists where there is a fundamental breach in the employment relationship, and it entitles the employer to terminate the employee without having to give reasonable working notice or pay in lieu of the working notice. A fundamental breach of an employment relationship is conduct that destroys the root of the employment relationship, frustrating or destroying the purpose of the employment agreement (BC Court of Appeal: Carr v. Fama Holdings Ltd. 1989). Just cause can only be determined on a case by case basis.

    What is important to understand about just cause is that it may or may not arise from one event. Singular events, such as theft of significant employer property, workplace violence, substance abuse or harassment can amount to just cause and allow for immediate dismissal without severance. More commonly, however, an employer will want to establish just cause, but only has a series of less significant events to rely on for their reason to terminate. For example, the employee may be repeatedly late by 10 minutes, regularly disrespectful or lazy at the workplace, or continually making the same mistake despite correction. It is these more common cases where it is important to follow particular steps to record the undesirable behavior, assist the employee in correcting the behavior, warn of specific consequences and carry out the actual termination in a respectful manner in order to avoid being successfully sued for wrongful dismissal damages.

    If you have a question about this topic or another legal issue, contact us for a legal consultation.  Reach us at 250-888-0002, or via email at info@leaguelaw.com.

  • Severance Pay and Marine Employee’s Right to Arrest their Employer’s Vessel

    Severance Pay and Marine Employee’s Right to Arrest their Employer’s Vessel

    Employees who are owed wages for working on a vessel hold a uniquely powerful position in their claims for severance because severance claims give rise to a maritime lien. A maritime lien is a special legal right that allows the employee to claim a priority for his severance pay over other debts that the employer owes in respect of the vessel. In other words, employees owed severance pay can sue the employer and the vessel, arrest the vessel, require the owner to post bail (money) in the amount of the employee’s severance claim before the vessel can be released from arrest, and where there are multiple creditors pursuing the employer, the maritime lien entitles the employee to be paid in priority to other creditors including prior registered mortgage holders. This is an unusual and powerful right that terminated employees in most other (non-employee) occupations do not have. It must be used carefully but should not be overlooked.

    At LaW we are experienced in pursuing wage claims against vessel owners. Call us today or email at info@leaguelaw.com for a free consultation. We care. 250-888-0002.

  • Young & New Drivers Beware – The Consequences of Restricted Licenses

    Young & New Drivers Beware – The Consequences of Restricted Licenses

    On Friday, June 19, 2015, three young people were rushed to the hospital after the vehicle they were in exited the road and rolled over before coming to a stop in a farmer’s field on Burnside Road in Victoria, BC. The vehicle lost control on a corner that had a posted speed of 30km/h. Police suspect speed was a factor in the collision.

    These young people were extremely lucky that no fatalities occurred. The young driver, however, now faces many different penalties including traffic violation fines, increased insurance rates, driver point premiums, and, because he only had his “N” license, he will likely have his license suspended.

    Many new drivers with their “N” license do not understand the serious nature of violating traffic rules while they are participating in BC’s graduated licensing program. When new drivers have an “N” license, they are likely aware of the rule to display bright green “N” sign while driving, to only have one passenger in the vehicle while driving and to have a blood alcohol level of zero while driving. What many probably aren’t aware of is what happens when an “N” driver fails to follow the rules of the road and gets a traffic ticket. While driving with an “N” license, there are no free passes. When the rules are violated, it is not taken lightly. A single traffic violation can result in a driving suspension of anywhere from 1 to 6 months. In a single incident, an “N” driver can receive a ticket for violating several rules and the more rules violated, the longer the possible prohibition. If too many points are accumulated in one incident or within a period of time the prohibition against driving can be as long as 18 months.

    Further, if a driver with an “N” license is suspended, the 2-year clock starts all over again. This means that the suspended driver is not able to get their full license until 2 full years have passed since the prohibition.

    While it is never worth the risk to violate traffic rules, it is even less worth the risk when new drivers have an “N” license.

    Been injured in an accident?  Even if you are considering dealing with ICBC yourself, it is worth it to talk to an experienced lawyer about your case.  At League and Williams, our experienced lawyers offer free consultations and do not get paid until you do.  We care about your physical and financial recovery – and have the skills needed to get fair compensation for your injuries.  We are conveniently located in Westside Village in Victoria, BC and practice across British Columbia.  We may be contacted at 250-888-0002 or via email at info@leaguelaw.com.

  • Tofino Marine Adventure Tourism Incidents

    Tofino Marine Adventure Tourism Incidents

    Marine “Adventure Tourism” Incidents – A Leviathan in Uncharted Waters

    The recent tragic capsizing of the Leviathan II, a whale watch vessel, sadly highlights one of the most uncharted areas of Canadian marine law that exists today.  When is a vessel engaged in an activity considered to be “adventure tourism” and how does being on a vessel engaged in “adventure tourism” affect the legal rights of its owners, operators and passengers when an incident occurs?  This is a question that courts in Canada have not yet had to answer, despite its importance and the growth of the “adventure tourism” industry.

    The Background – the Athens (Passenger) Convention

    As most readers will already be familiar with the general factual background of the capsizing of the Leviathan II, I will focus on outlining the legal backdrop of passenger claims for such incidents.

    The legal rights of passengers on non-pleasure vessels operated along Canada’s coastline (and within it rivers and lakes) are governed by the Marine Liability Act (“MLA”).  Enacted in 2001, the MLA adopted as law, with some modification, the international Athens (Passenger) Convention.  As a law, the Athens Convention represents a trade-off of rights between passengers and vessel owners/operators (for convenience I refer to them collectively as “owners”).  The Convention allows vessel owners to limit their financial responsibility to injured or deceased passengers (and their dependents) to approximately $320,000 per passenger, as well as a cumulative limit for multiple claims arising from one incident (this cumulative limit depends on the tonnage of the vessel).  In exchange, owners cannot demand the passenger waive their right to sue when they agree to sell the passenger passage on the vessel.  Such “waivers” are otherwise contained in the fine print of many activities we undertake everyday, from buying a ski-lift ticket to renting a bicycle.  Also, in exchange, in cases of shipwreck, collision, stranding, explosion, fire or defect in the ship, the passenger does not have to prove the incident was caused by the owner’s negligence; their fault is presumed.  In sum, the MLA balances the rights of passengers and their dependents to compensation for an incident with the financial vulnerability of vessel owners in order to protect an adequate and safe supply of public marine transportation in Canada; a country that boasts the longest coastline and greatest number of lakes in the world.

    The relevant twist to this legal regime came in 2009 when the MLA was amended, providing for an exclusion for “adventure tourism” activities.   This exclusion meant that if a vessel was engaged in an activity that met the definition of “adventure tourism” then the owner could include a waiver in its passenger contract (meaning the passenger waived their right to sue for injuries or death).  The corresponding compromise for the owner was that the owner could no longer limit their financial liability in the case of an incident to the same extent as they could before.  When this exclusion was enacted, there was likely a presumption on the part of vessel owners that it made no difference that they lost the right to a lower limit of financial responsibility because a diligent adventure tour operator would use an effective waiver in their ticket sales procedure.  In other words, a higher limit of financial responsibility did not matter because the waiver meant it would never be called on.  The exclusion provided greater legal and financial certainty to owners and their insurers.

    The Uncharted Law – When is an Activity “Adventure Tourism”?

    The exclusion for vessels engaged in adventure tourism activity is not as clear as it may first sound.  When is a vessel in fact participating in an “adventure tourism” activity, such that it can rely on a waiver to stop an injured passenger (or their dependents) from suing?  As the courts have yet to answer this question, these are uncharted waters.

    The MLA provides that an adventure tourism activity is one that fulfills all of the following conditions: (1) it “exposes participants to an aquatic environment”, (2) “normally requires safety equipment and procedures beyond those normally used in the carriage of passengers”, (3) is one where the “participants are exposed to greater risks than passengers are normally exposed to in the carriage of passengers” and (4) “its risks have been presented to the participants and they have accepted in writing to be exposed to them”.  Only if the activity meets all of these characteristics is it an “adventure tourism” activity in which the passenger can be bound to a waiver.

    What is interesting about these criteria?  It is not the first criterion; if you are on a boat on water, you are likely exposed to an “aquatic environment”.  The fourth criterion is also largely uncontroversial; it simply refers to whether the owner has presented the waiver to the passenger and the passenger has signed or otherwise agreed to it in writing.  It is the second and third criteria that will be the subject of legal argument.

    The second criterion requires that the activity be one that “normally requires safety equipment and procedures beyond those normally used in the carriage of passengers”.  This is problematic.  Simply put, what is normal?  Transport Canada regulates the minimum safety equipment for passenger vessels, but is that standard normal, or is what the industry participants adopt normal?  For example, there are many tour operators that provide their guests with exposure suits, such as passengers on open deck, rigid hull inflatable boats.  Is the provision of this equipment normal (even though it is not required by Transport Canada)?  If it is normal for this type of a vessel, then the second criteria is met and the operator may be conducting an “adventure tourism” activity and can rely on a waiver.  What about a vessel like the Leviathan II, which had enclosed and exposed passenger spaces and passengers were not provided with exposure suits or required to wear life jackets (in compliance with Transport Canada regulations).  Arguably, the passengers on the Leviathan II were not involved in an adventure tourism activity (and could not be bound by a waiver) because they did not require safety equipment and procedures beyond normal for a passenger vessel.

    The third criterion is also problematic.  That criterion requires that “participants are exposed to greater risks than passengers are normally exposed to in the carriage of passengers”.  What risks are normal in the carriage of passengers?  “Normal” typically refers to an average or baseline.  Is this average risk based on the typical risks to passenger carriage in a geographic area, or on a type or size of vessel, or a combination of these factors?  Clearly the risks to passengers are different between carriage on the SeaBus across the Vancouver Harbour then on a transit aboard a small enclosed passenger vessel crossing Queen Charlotte Sound.  Are either normal?  Would the riskier transit mean that the owner of the vessel could bind the passenger to a waiver simply by requiring them to wear an exposure suit for example? There are countless different fact patterns that raise questions like these.

    Clarity in this area of law will only be charted when judges are asked to answer questions like the ones above.  Unfortunately, that clarity will only come as a result of lives lost or irreparably harmed.

    Darren Williams is marine lawyer specializing in injury claims and is a partner with League and Williams Law Corp, in Victoria B.C. Canada and can be reached for comment at dwilliams@leaguelaw.com, or 250-888-0002.  His emergency phone is 250-589-2174.

  • When is an Employee Entitled to Severance Pay?

    When is an Employee Entitled to Severance Pay?

    4-DW-termination-from-emplyee-perspWhen is an employee entitled to a notice of termination of their employment, or to be paid out for the time instead (called severance pay), is an unfortunately common question. In some cases, an employee is left with no right to severance, but in many others, the employee may overlook significant entitlements because they do not understand their rights. There are, of course, at least two sides to every story, so in future blogs we will outline the steps a prudent employer should take to terminate an unwanted employee, but for now, an employee who faces the dismal view of being fired themselves should ask the following questions.

    Question 1: Am I unionized?

    Unionized employees’ rights to dispute termination or seek severance pay are limited by the terms of the collective bargaining agreements (“CBA”) between their unions and their employers. These CBAs represent a trade-off where the employee assumes certain protections offered by the agreement (such as wage rates, benefits, seniority entitlements, pension, a grievance process, etc.), in exchange for giving up other rights. A unionized employee must dispute their termination through the grievance process under the CBA and cannot pursue severance pay against the employer in any of the processes discussed below.

    Question 2: Am I an employee, a contractor, or a dependent contractor?

    If you are not a unionized employee, the second question to ask yourself is: am I a true employee, a contractor, or a mix of these types of workers, some call a dependent contractor? This is important because, in the absence of a contract saying otherwise, only an employee and a dependent contractor are entitled to severance. A true contractor has no entitlement to notice of their termination outside of what is stated in their contract, if anything. Employees and dependent contractors, on the other hand, are entitled to reasonable notice of termination if their contract is silent on this issue. Employees and dependent contractors are people defined by several different legal criteria but both rely primarily on a single employer for work and tend to be under a greater degree of employer control than independent contractors.

    Question 3: Was I fired for just cause?

    Regardless of whether you are an employee, a contractor or a dependent contractor, if you are fired for just cause you are not entitled to severance pay (unless a written contract say otherwise, which would be very unusual). The law says that an employee can only be fired for just cause if their conduct fundamentally undermined the employment relationship. The threshold for just cause can be high. Significant dishonesty, theft, and gross negligence are examples of such behavior. Mere mistakes, irregular lateness, minor insubordination, and so on can only be just cause for termination if the employer provides clear written warnings in advance that such behavior will result in termination. The employer bears the burden of proving they had just cause to fire an employee.

    Question 4: Are my rights limited by an employment contract?

    An employee and a dependent contractor can have their rights to reasonable notice of termination limited by terms of a written employment contract. Such written agreements are relatively rare in the employee industries. Unless the court finds the employer has conducted themselves in such an egregious way as to disentitle them from relying on the written agreement, terms in the contract that restrict the employee from claiming severance beyond the minimum discussed below are enforceable and the employee cannot claim more than what they provide.

    Question 5: If there is no contract, or it is not enforceable, what law governs?

    In the absence of a contract, the entitlement to severance comes from two possible sources: (1) legislation such as the B.C. Employment Standards Act (“ESA”) or the federal Labour Code, and (2) judge-made law, called common law.

    Regarding legislation governing severance, the majority of employees will be subject to the provisions of the ESA as opposed to the Labour Code. These laws provide for a minimum severance entitlement, which is roughly equivalent to 1 week for every year of service up to a maximum of 8 weeks. Employment contracts that limit the employee’s right to severance cannot provide for less than what is stated in the ESA and the Labour Code. Common law on the other hand, which is pursued in a court such as the B.C. Provincial Court or Supreme Court, is often more generous and can generally award one month per year of service depending on the factors discussed below.

    Question 6: Should I choose Employment Standards/Labour Code, or a Judge?

    Awards for severance are typically much higher (often by a factor of 2 to 4 times) for long-term employees who seek a severance award in the courts under common law, as opposed to awards given under the ESA or Labour Code. This is because judges are not limited to awarding the amounts set by the ESA and the Labour Code. The maximum severance awarded by a judge can be about 24 to 26 months of pay in lieu of notice, as opposed to 8 weeks under the ESA. A judge awards severance based on factors that relate to how difficult it will be for the employee to replace their position and income, such as: age, seniority, education, specialization, years of service, and labour market conditions.

    People are often attracted to pursuing their severance claims under the simplified processes provided for by the ESA or Labour Code, but they often give up significant awards by not pursuing their claims in front of a judge. While some employees are concerned about the costs of hiring legal counsel to pursue their claims in court, employees should know that some lawyers pursue such claims on contingency (a no cure, no fee basis).

    If you have a question about this topic or another legal issue, contact us for a legal consultation.  Reach us at 250-888-0002, or via email at info@leaguelaw.com.

  • Common Driver Mistakes:  The Unmarked Crosswalk

    Common Driver Mistakes: The Unmarked Crosswalk

    Perhaps one of the most common mistakes drivers make is not understanding what is a crosswalk and who has the right of way at a crosswalk.

    As noted in our blog “What is a “Crosswalk”? The Answer Might Surprise You”, a crosswalk includes an unmarked area if it is at an intersection and within imaginary lines drawn from opposite sides of the highway (road), or within imaginary lines on one side of the highway (such as across the base of a “T” at a T-intersection). This means that a crosswalk exists whether the intersection is controlled by a stop sign or a stoplight, and whether or not there are distinct pedestrian markings.

    The definition of crosswalk is important because the B.C. Motor Vehicle Act states the following about the right of way between a vehicle and a pedestrian at a crosswalk:

    179  (1) Subject to section 180, the driver of a vehicle must yield the right of way to a pedestrian where traffic control signals are not in place or not in operation when the pedestrian is crossing the highway in a crosswalk and the pedestrian is on the half of the highway on which the vehicle is travelling, or is approaching so closely from the other half of the highway that he or she is in danger.

    (2) A pedestrian must not leave a curb or other place of safety and walk or run into the path of a vehicle that is so close it is impracticable for the driver to yield the right of way.

    (3) If a vehicle is slowing down or stopped at a crosswalk or at an intersection to permit a pedestrian to cross the highway, the driver of a vehicle approaching from the rear must not overtake and pass the vehicle that is slowing down or stopped.

    This means that, while a pedestrian may not step off a curb at an unmarked crosswalk when it is dangerous to do so (section 179 (2)), the pedestrian does have the right of way over a vehicle at an unmarked crosswalk (an uncontrolled or controlled intersection) where they are approaching the road on the same side of the road as the passing vehicle or so closely from the other side of the road that they would be in danger if the vehicle did not stop.

    Unfortunately, many pedestrians are injured, or at least very frustrated, because motorists do not understand the rights of pedestrians. At LaW, we care about pedestrian rights and fight to make sure your rights are protected. For a free consultation, call 250-888-0002.

  • Personal Health Information Protection: What injury claimants need-to-know

    Personal Health Information Protection: What injury claimants need-to-know

    After a car accident in BC, some people choose to deal with ICBC themselves.  If they are claiming for compensation for injuries sustained in the accident, it will be necessary for medical information to be provided to ICBC.  ICBC provides an authorization form it expects self-represented claimants to sign that allows adjusters to deal directly with the claimant’s medical providers and to obtain information about the claimant.  However, doing so provides ICBC a disturbing amount of access to a claimant’s personal health information.  The medical authorization form that self-represented people are required to sign gives ICBC the complete freedom to acquire all of a claimants personal medical records, going back as far in time as ICBC chooses and gives ICBC permission to store those records indefinitely.  A typical authorization says the following:

    To whom it may concern:

    I, (name of claimant), authorize every medical practitioner, chiropractor, physiotherapist, occupational therapist, dentist, medical insurer, ambulance owner (including British Columbia ambulance service and emergency health services commission) and the employees of every hospital is defined in the hospital act, to provide any representative the insurance Corporation British Colombia upon presentation of this authorization or photocopy thereof:

    • Any and all records, ex-rays and other medical imaging, information and evidence in their possession and/or,
    • a reporter’s certificate, including but not limited to the diagnosis, treatment, current conditions, and prognosis, in any format specified by the Corporation including verbal, written and electronic formats,

    Relating to issues raised by my claim for injuries incurred on or about (date of accident), including medical history and physical condition both prior and subsequent to the above date, regardless of elapsed time.

    At the bottom of the ICBC form provided to self-represented claimants, it also says the following:

    …. There is also a possibility information will be referenced on future claims you may have.

    In contrast, when a claimant is working with a personal injury lawyer – they work with their personal injury lawyer to determine what medical information is relevant and material to the claim. ICBC is then only provided with the information that is relevant and material to the claim at the appropriate time in the claims process. For most people, there is nothing more personal than their private health history and their personal health information. Signing blanket forms that provide ICBC employees with the right to not only access a person’s entire medical history but to use it on future claims is not appropriate and should be guarded against – something that is best done with the representation of experienced personal injury lawyers.

    At League and Williams, our experienced and trusted personal injury lawyers have the knowledge and expertise to work with you on your ICBC claim and will endeavour to keep your personal health information protected by providing only the information that is necessary to process your claim to ICBC.  We are happy to provide you with a free consultation, offer evening and weekend appointments – and are always focused on helping you recover from your injuries, physically and financially.  We may be contacted at (250) 888-0002 or via email at info@leaguelaw.com

  • “A Very Stupid Thing” – A Mariner’s Limit of Liability and How it Can be Broken

    “A Very Stupid Thing” – A Mariner’s Limit of Liability and How it Can be Broken

    “[He] is a good man; a decent man; an honest man – a fisherman. However he did a very stupid thing. He cut the plaintiffs’ submarine fibre optic cable in two. It cost them almost $1,000,000 to repair it”.

    So begins the judgment in the recent Federal Court of Canada decision, Peracomo Inc v. TELUS Communications Co. (2014). This case is significant to mariners because it provides an important opportunity to understand limits of liability under marine law, and how these limits protect us. Mariners are wise to appreciate the protections offered by these limits of liability, as well as their liability insurance, and how both of these comforts can be lost resulting in financial disaster.

    The Peracomo Cable Cutting Case

    In Peracomo, Telus maintained a fibre optic cable that had been lawfully laid across the bed of the St. Lawrence River in 1999. The 44 gross tonne fishing vessel Realise, a snow crab long-liner, was owned by Peracomo Inc. and her master (as sole shareholder of Peracomo Inc.). In June of 2006, an anchor on one end of the Realise’s longline became caught on the fibre optic cable, and with much effort was pulled to the surface by the master who then used an electric saw to cut the cable free of the anchor. A few days later, the Realise’s longline anchor became caught on the same cable, and the master again cut the cable.

    Telus sued the vessel, the owner Peracomo Inc. and the master for the cost of repairing the cable, which was approximately $980,000. The master testified he believed the cable was not in use, despite the cable being marked on current charts. The vessel owner and master argued the cable should have been buried, but if they were at fault for the damage they were entitled to limit their liability to $500,000 under Canadian maritime law. Telus argued the owner and master had lost their right to limit their liability because the damage was intentionally caused. The vessel owner claimed on its liability insurance, and their insurer denied coverage maintaining the insurance did not cover damage due to the insured’s “willful misconduct”, as this was excluded under the Marine Insurance Act.

    The trial judge found the master had intentionally cut the cable, and the defendants were not entitled to limit their liability to $500,000 or require their insurer to cover the loss, because the damage was intentional. The Federal Court of Appeal agreed. The Peracomo case is important because it is the first Canadian case where the limitation of liability in a marine accident has been broken.

    What is a Limit of Liability, and Why?

    Aside from the Canada Shipping Act 2001, Canada’s core marine legislation is the Marine Liability Act (“MLA”). The MLA gives the force of law in Canada to various international conventions, including the International Convention on the Limitation of Liability for Maritime Claims 1976 (the “Liability Convention”). The Liability Convention is important because it puts a cap, or limit, on what can be claimed for a marine loss such as damage to property, or injury or death of a person.

    People entitled to limit liability under the Liability Convention are vessel owners, charterers, managers and operators (masters) and any person with an interest in the ship, as well the ship itself. The limitation covers accidents involving not just seagoing commercial vessels, but inland and recreational vessels as well. In the case of damage to property, the limit of liability is $500,000 for loss caused by a vessel under 300 gross tonnes. For vessels between 300 and 2,000 gross tonnes, the limit is currently CDN$1,493,000. For vessels between 2,001 and 30,000 tonnes the limit is CDN$1,493,000 plus $600 for every tonne over 2,000. The Canadian dollar value of the limit floats based on an International Monetary Fund unit called a Standard Drawing Right or SDR; the values provided are current as of September 4, 2012.

    There are various reasons these limits of liability exist, but one of the foremost reasons is to encourage marine enterprise. By establishing limits on liability, mariners are encouraged to engage in more business adventure and risk. Marine insurers, knowing that the liability of their customers is limited, can offer lower insurance premiums, making those adventures more economical for marine businesses to pursue. Clearly, if limitations of liability did not exist, the insurance premiums we pay would be significantly higher, as would our exposure to financial ruin in the event of a significant accident.

    How Can the Limit be Broken?

    Importantly, the Convention provides that the protection of the limitation of liability can be lost or broken, if the loss was caused by a personal act or omission (a failure to act) either “with the intent to cause such loss” or “recklessly and with knowledge that such loss would probably result”.  The limitation has historically been referred  to as an “unbreakable limit” for at least two reasons. Firstly, the loss must result from the “personal act or omission” of owners, charterers, managers and operators. Of course, many marine accidents occur because of the acts of an employee of the owner, in which case it is the not the personal act or omission of the owner or operator that caused the loss. In the Peracomo case, it was the owner and operator’s personal act that caused the loss when he cut the cable. The second reason the limitation has been difficult to break is the requirement that the loss be caused intentionally or recklessly with knowledge of the probable result.

    Intent is an obvious concept and needs no explanation. In the Peracomo case, the court found the master intended to damage the cable by cutting it to free his anchor. Although the master lost his right to limit his liability on that basis alone, the test for breaking the limitation being intent to cause damages “or” recklessly and with knowledge, so the court went on to discuss whether the master acted recklessly and with knowledge. What is reckless is not as clear as what is intentional. In Peracomo, the court held that recklessness meant an attitude or indifference to the existence of a risk, essentially “turning a blind eye to a risk”, and found that because the master had turned a blind eye to current charts that showed the location of the cable, so he was “reckless in the extreme”.

    Fortunately, cases where a mariner loses their ability to limit their liability are rare. However, we should not take the limitation for granted and assume it is “unbreakable” as it is often called. In Peracomo, the court reminded us the limitation of liability provided under the MLA and the Liability Convention are a “privilege”. While most marine accidents occur as a result of an innocent mistake (simple negligence), anyone can have a bad day and do “a very stupid thing”.

    Originally published in 2012.

    Darren Williams is a marine lawyer with League and Williams in Victoria BC.  He may be contacted at 250-888-0002 or via email at info@leaguelaw.com