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Goldman Sloan Nash & Haber LLP | Canada | 2 Jun 2016
Enforcing Rights
In some cases there may be no alternative but to enforce a brand owner’s rights against third parties. Each case turns on its facts and the rights in
Goldman Sloan Nash & Haber LLP | Canada, European Union | 13 May 2016
More Confusion Concerning Stripes
The Court of Justice of the European Union, the European Union’s highest court, has recently found that a trademark consisting of two parallel
Goldman Sloan Nash & Haber LLP | Canada | 13 May 2016
Federal Court of Appeal Takes a Firm Stance against Counterfeiters
The appellant in this case was involved in the sale of counterfeit Chanel merchandise. In 2006 two previous actions were commenced against the
Goldman Sloan Nash & Haber LLP | United Kingdom | 13 May 2016
Developing a Filing Strategy for Industrial Designs
In November of 2013 we discussed a trial decision in an industrial design case that dealt with a novel yet important issue of law. Since that time
Goldman Sloan Nash & Haber LLP | Canada | 13 May 2016
No Copyright in Facts
The plaintiff made a documentary regarding the courageous actions of a Polish-Catholic woman during the Second World War in a town occupied by German
Goldman Sloan Nash & Haber LLP | Canada | 18 Jun 2013
Selecting and protecting a great brand name
Consumers are faced with a multitude of product choices. Typically they seek to reduce the complexity of their buying decisions by focusing on key
Goldman Sloan Nash & Haber LLP | Canada | 10 Jun 2013
Passing off and the Trade-Marks Act
The Trade-marks Act contains a statutory codification of the common law claim for passing off. The Act provides that no person shall: 7(b) direct
Goldman Sloan Nash & Haber LLP | Canada | 7 Jun 2013
Lay offs without exposure
Business is down and the workforce is idle. The office staff are gossiping at the coolers and the plant employees are standing around exchanging
Goldman Sloan Nash & Haber LLP | Canada | 7 Jun 2013
The imperative of workplace investigations
When a manager's assistant confides in H.R. that she is being sexually harassed; when staff come forward that they are being abused by their
Goldman Sloan Nash & Haber LLP | Canada | 7 Jun 2013
Do you have just cause?
Why do employers invoke just cause as a defense to a wrongful dismissal action? Sometimes the employee's behaviour is so egregious that the employer
