Cloud Computing Presentation at ONAP 2009

I’m honoured to have been invited to present at this year’s Ontario Access and Privacy Workshop on October 26th and 27th in Toronto. The agenda looks great, and if you’re in the Ontario provincial or municipal public sector or in the Ontario broader public sector I’d encourage you to check out the conference site and consider attending. I’ll be speaking on privacy and cloud computing, here’s the abstract:

Cloud computing holds many opportunities as a model for business computing, yet it is also associated with a number of legal issues that have caught the public eye and invite close scrutiny. Join Dan Michaluk from Hicks Morley in taking a focussed look at these issues. Dan will lead a discussion with a view to helping government administrators develop a strong ability to manage legal issues in assessing, planning for and implementing cloud computing projects. Issues such as:

  • Good, bad and ugly cloud computing models
  • Applicable regulation and its impact on cross-border transfers
  • Laying the groundwork for outsourcing – the importance of due diligence
  • The negotiation and the contract
  • The Lakehead University and City of Los Angeles outsourcing projects as case studies

I’ve been out here on a Nova Scotian holiday for the last couple weeks reading up on the issue. I posted this piece over at Slaw as a kind of warm-up, but still have some thinking to do, so if you have thoughts or resources please do send them my way. See you there!

Dan

Case Report – Court finds warantless search for ISP subscriber info unreasonable, admits evidence

On October 2nd, Pringle J. of the Ontario Court of Justice held that the police violated section 8 of the Charter by obtaining the identity of an individual suspected of possessing and sharing child pornography by making simple letter request to an ISP. She also admitted the evidence despite the Charter breach, and in doing so made some significant comments about the impact of terms of service on internet user privacy.

There have been a number of recent Canadian cases about whether the police can investigate internet crime by asking an ISP to reveal the identity of the individual linked to an IP address that is associated with unlawful and anonymous activity. The cases turn on whether this investigatory tactic violates a reasonable expectation of privacy. Two factors have featured strongly in the analysis (1) the nature of the information obtained by the police and (2) the contractual terms between the individual and ISP.

Unlike some other judges who have decided the issue, Justice Pringle held that the nature of the information obtained by a police request to an ISP does go to an individual’s biographical core. She explained that this tactic allows the police obtain the identity of an otherwise anonymous internet user and not simply an ISP subscriber’s name and address:

Once the police accessed Mr. Cuttell’s name and address, they were able to link his identity to a wealth of intensely personal information. Linking his name to the shared folder under his IP address, police learned a great deal about Douglas Cuttell and his lifestyle: namely in this case, his interest in adult pornography, obscenity and child pornography, which were all revealed by his choice of shared files.

Pringle J.’s treatment of the contract is even more significant. Like other judges before her, she held the that a contract between the ISP subscriber and ISP can negate an otherwise reasonable expectation of privacy. In the case before Pringle J., however, the Crown did not prove the specific contract entered into between the defendant and his ISP and therefore failed to negate what Pringle J. called a “premise of confidentiality” regarding one’s ability to engage in anonymous internet use. Her judgement suggests that reliance on ISPs alone does not negate an otherwise reasonable expectation of privacy in anonymous internet use, but the specific terms of service an individual agrees to may change this.

Ultimately, ISP terms of service did have a significant influence on the outcome in this case even though the Crown failed to prove the defendant’s specific contract. Pringle J. decided to admit the impugned evidence despite the proven Charter breach, in part, because ISPs often put customers on notice that they will make disclosures to law enforcement. She said:

I also take into account that while the privacy of subscriber information is important and can provide a critical link to personal information, a subscriber name and address does not have a great deal of intrinsic privacy on its own. As the Crown pointed out, Mr. Cuttell’s name was publicly available on Canada411, and his shared folder was also publicly available to anyone wanting to share child pornography. Many Internet Service Providers appear to contract out of their obligation of confidentiality with subscribers in similar circumstances, and accordingly it would be difficult to argue that there is a high expectation of privacy in this information: see Grant at para. 77.

In conclusion, Pringle J. said that the practice of contracting for disclosure is “unfortunate,” but also suggested that the courts will  often be powerless to grant a Charter remedy in the face of such private action.

Thanks to David Fraser for breaking the news this case. For his related opinion piece on Slaw, click here.

R. v. Cuttell, 2009 ONCJ 471 (CanLII).

Case Report – Arbitrator says exhausting less intrusive means is not required to engage in workplace surveillance

On August 31st, Arbitrator Watters held that video surveillance evidence taken from a hidden camera installed in a long-term care facility resident’s room was admissible in a termination arbitration.

Many labour arbitrators will balance employer and employee interests in determining whether to admit surveillance evidence. This case is notable because the parties engaged in a dispute about whether the reasonableness test used to effect this balance includes a “no less intrusive means” component. Arbitrator Watters held that it does not – the test is a reasonable grounds/reasonable means test, though consideration of other options may support the grounds for surveillance.

The National Automobile, Aerospace, Transportation and General Workers Union of Canada (CAW-Canada), Local 127 and The Municipality of Chatham-Kent (Riverview Gardens) (Re), [2009] O.L.A.A. No. 424 (Watters).

Case Report – Court upholds arbitrator order that stops call centre from recording calls… with reservations

Today, the Supreme Court of Nova Scotia upheld a labour arbitrator’s order that required the Halifax Regional Municipality to cease and desist from recording calls to its call centre for quality monitoring, coaching and dispute resolution purposes.

In resolving the employer’s application for judicial review, Wright J. displayed a remarkably honest application of the “reasonableness” standard of review by disagreeing with the arbitrator’s weighing of management versus employee interests but nonetheless upholding his decision as reasonable.

Though it did not affect the outcome of the application, Wright J.’s more legally significant finding was on whether the employee voice recordings at issue were protected as “personal information” under the applicable privacy legislation. He stressed that the recordings captured non-sensitive employee work product and, in the context, this feature of the recordings was more significant than anything personal that the characteristics of an employee’s voice might reveal (such as age or race).

It cannot be over emphasized that the recording of calls made to the call centre agents on the Primary Line is of a non-personal nature. The call centre agents answer inquires from the public about various municipal matters. There is no component of personal information in that. It is not recorded information about an identifiable individual within the meaning of s.461(f). Rather, the content of the calls, as earlier noted, is about such routine inquires as transit service times, tax bills, by-laws, parking information and municipal services. In my view, the question of whether voice recording in the fact situation at hand constitutes “personal information” cannot be decided irrespective of the content of those calls. Here, the content of those calls is undoubtedly of a non-personal nature made in the course of the performance of the job duties of these employees.

Halifax (Regional Municipality) v. Nova Scotia Union of Public and Private Employees, Local 13, 2009 NSSC 283.

Case Report – Plaintiffs draw sharp rebuke in Saskatchewan Anton Piller case

On September 19th, Dufour J. of the Saskatchewan Court of Queen’s Bench set aside an Anton Piller order because the plaintiffs had failed to prove a real possibility that the defendants would destroy the information subject to the order.

In making his finding, Dufour J. described the standard of proof for the “real possibility” branch of the Anton Piller test as follows (citations omitted):

As it would be rare that there would be direct evidence that a defendant is preparing to destroy relevant evidence, the fourth Celanese condition is usually addressed by the plaintiff adducing evidence of the defendant’s dishonest nature. Evidence that the defendants have engaged in questionable business practices in the past or that they are generally dishonest is not sufficient. The plaintiffs must prove that the defendants are the types of persons who would destroy evidence.

Important to this case is that the plaintiffs must satisfy the Court by adducing admissible evidence. Opinion, supposition or the plaintiffs’ “fear” that documents will be destroyed will not suffice.

Dufour J. also held that he would have set aside the order given the plaintiffs’ non-compliance with their duty of full and frank disclosure. He identified the following defects, among others:

  • Filing evidence of mere belief that the key defendant was dishonest
  • Exhibiting an agreement without drawing a material notation on the agreement to the judge’s attention
  • Referring to two different business entities by a single acronym in a manner that favoured their position
  • Citing the paragraphs in Celanese that explain that Anton Piller orders are becoming more commonplace without citing a paragraph in Celanese that explains that an Anton Piller is still an exceptional remedy
  • Citing Celanese for the proposition that Anton Piller orders are becoming more commonplace without citing post-Celanese cases that demonstrate that an Anton Piller is still considered to be an exceptional remedy

There is no shortage of cases that highlight the very onerous burden on a party that moves for an Anton Piller, but Dufour J.’s warning is notable for its vigor.

Agracity Ltd. v. Skinner, 2009 SKQB 361 (CanLII).

Information Roundup – 27 September 2009

Here are some recent tweets of note!

I’m in on a Sunday taking care of some business before a surf holiday with family. We did get some family time this morning. Here’s a pic.  Happy times.

See ya!

Dan

32517292

danmichaluk

  1. http://twitpic.com/jcyi4 – One big snail man.

  2. RT @CanadianPI Limiting employer liability for breaches of employee data http://ping.fm/st4uo [But wht abt due diligence/harm prevention?!]

  3. http://twitpic.com/j9hfu – Rainy walk.

  4. RT @karensawatzky On the bus to #ImagineNiverville for 1/2 marathon. Wish me luck! [Good luck!]

  5. RT @slaw_dot_ca Judicial Humour >> Slaw http://bit.ly/3wGRDl

  6. RT @slaw_dot_ca CBA guidelines on using electronic marketing >> Slaw http://bit.ly/shOCJ

  7. “If you can’t explain it simply, you don’t understand it well enough.” – Albert Einstein. (via @Law_Writer and @JacyWhittaker) Thanks!

  8. RT @slaw_dot_ca Now’s a good time get good at processing electronically stored information >> Slaw http://bit.ly/2Shggs

  9. RT @stevewerby 13% of med school deans admit to student incidents involving sharing private patient data via web http://bit.ly/2HD1q5

  10. Finally got through Ohm’s anonymization paper: http://bit.ly/oynBu An essential read? Hat tip to @DavidCanton.

  11. RT @slaw_dot_ca Proving an Email >> Slaw http://bit.ly/1b444x

  12. RT @WieseLawFirm Interesting short post on trust in negotiations – http://short.to/qrpt (via @JamesDunningGeo)

  13. En route to The North for a couple days. Expecting Timmins to be brisk and beautiful.

  14. Wrongful dismissal plaintiff can discover his former subordinate about her harassment complaint http://wp.me/p6aAc-FD

  15. Thanks for the FF @jacywhittaker, @omarharedeye, @anthonybushnell and @retrorize. And thanks for the props @karensawatzky. Good weekend!

  16. @RossRunkel NBA drug tests: State law can override collective-bargaining agreement http://tinyurl.com/mygesu

  17. http://twitpic.com/i7vg9 – Earned this beer today. Good weekend all!

  18. http://twitpic.com/i3gr3 – New eco park at Queen and McGee. Cool.

  19. Presentation on managing employee use of social media applications http://wp.me/p6aAc-Fs

  20. Prepping for a talk on managing employee use of social media. My part of a presentation with the wonderful @conniecrosby

  21. RT @RossRunkel When is an Employee’s Off-Site Work (e.g., from Home) Compensable? http://tinyurl.com/pl5tla

  22. Yesterday a lost baby squirell. Tonight a fox at Dundas & Logan. The animals are taking over Toronto!

  23. Thanks for the RT @smireau Those guys do really cool work!

  24. @omarharedeye Thanks for you comments on the labour practice and law school piece Omar! http://bit.ly/1WRjvQ

  25. RT @slaw_dot_ca Get to know… business simulation designer James Chisholm >> Slaw http://bit.ly/SjAT9

  26. RT @slaw_dot_ca York University v. Bell Canada Enterprises: Observations and implications for future Norwich jurispru… http://bit.ly/mx178

  27. http://twitpic.com/hvhcr – Nature moment in Toronto. Cute thing man.

  28. Great post by prof brenner shows how proof of motive is key to delineating just and unjust publication of personal info http://bit.ly/Lfao0

  29. Thanks for the recent RTs Dan and Stuart! Follow @yourbestdefence and @canadianHRLaw.

  30. Helpful constructive dismissal case for higher ed. institutions. Recognizes wide right to re-assign sr. admin duties: http://bit.ly/3gtyiS

  31. Ontario court orders identity of Gmail user to be disclosed… good discussion of balancing of interests http://bit.ly/jNnw7

  32. @juliecolgan But RM checklists are so easy for us lawyer hacks to digest. Thanks, and have a nice weekend!

  33. Ha ha @karensawatzky I think you cured what a 14 hour workday on no sleep couldn’t. Thank you!

  34. Liked “Is Your Company Clueless?” (about records management): http://bit.ly/UTev0

  35. Can’t get THomas rhe Tank Engine theme song out of my head, and am going to work to preserve my sanity.

  36. @pegduncan Canadian e-discovery case digest updated http://tinyurl.com/dbcvgb [Thanks Peg! Just used it on a file last night.]

  37. Thanks for the RTs @CanadianHRLaw, @thetrialwarrior and @jacywhittaker!

  38. RT @slaw_dot_ca A comment on legal education, labour and employment scholarship and labour and employment practice >… http://bit.ly/1WRjvQ

  39. Privilege in e-mails waived based on uncontested waiver claim: http://wp.me/p6aAc-Eo

  40. Donning the sling for the new pre-dinner walk with Pens. Confession: i read case law while walking. A sorry sight I am!

  41. RT @yosie23 Swine flu and the workplace, participate in this blog discussion http://bit.ly/tlzI5 [Congrats on the new blog Yosie!]

  42. RT @VBalasubramani blogged: “The Admissibility of Tweets” http://bit.ly/14mhII (h/t @mglickman)

  43. Just installed TrueCrypt on netbook. Pretty painless stuff!

  44. Information Roundup on admin. tribunal privacy guidelines, PHIPA circle of care and September: http://wp.me/p6aAc-E2

  45. Reading nursing text for a case. Says confidence, risk taking, perserverence, creativity and humility are critical thinking attributes. Cool

  46. Congrats on the magazine cover @toronto_lawyer You demonstrate a deep mastery of the “blue steel”! 😉

  47. Arbitrator Kaplan follows Imperial Oil case… says no to random alcohol testing: http://wp.me/p6aAc-Dj

  48. Thanks for the FF @jjhelp and @heathercolman and the RT @thetrialwarrior. Nice to hear from you too @pulat. Bon weekend!

  49. All I will say is that this IPC/Ontario decision is worth a read: http://bit.ly/lQWqg

  50. Enjoyed this Ontario judgement (USA v. Yemec) by Belobaba J.: http://bit.ly/3Qduqd Great story, interesting law, reads like a novel.

  51. RT @slaw_dot_ca Death of an Innocent Man >> Slaw http://bit.ly/105rTd

  52. RT @slaw_dot_ca Social Media Background Checks >> Slaw http://bit.ly/cY2US

  53. RT @Pr1vacy Brochure: Circle of Care: Sharing Personal Health Information for Health-Care Purposes [PDF] http://bit.ly/15KQfJ

  54. RT @slaw_dot_ca Michael Fitzgibbon Joins Slaw >> Slaw http://bit.ly/2cI9P

  55. RT @slaw_dot_ca The case for short legal communications >> Slaw http://bit.ly/kugqp

  56. RT @rcalo Can’t recommend this enough. Hope they keep it up! http://cyberlawcases.com/ [Will give it a shot. Thanks!]

  57. Via @DougJasinski View a Dipity timeline of Canadian law firms on twitter: http://twurl.nl/lzbsx7 [So cool!]

  58. The Alberta Court of Apeal RSS feed on CanLII now comes with keywords. Very nice!

  59. http://twitpic.com/g0i6m – Family cut by George.

  60. A reminder about what we lawyers do: http://bit.ly/ff8RL [Thank you Mike.]

Case Report – Wrongful dismissal plaintiff can discover his former subordinate about her harassment complaint

On September 3rd, Strathy J. held that it was not improper for a wrongful dismissal plaintiff to conduct oral discovery of a former subordinate whose harassment complaint led to his termination.

The plaintiff sought to examine the complainant, and the employer moved for an order directing the examintion of the human resoruces manager who had conducted the harassment investigation instead.

Strathy J., hearing an appeal of a master’s order, dismissed the employer’s argument that the choice was improper because the complainant did not participate in the decision to terminate and had no knowledge of the corporate imperatives underlying the decision. Strathy J. held that the request was “rational” and made for a proper purpose and held that the plaintiff would be prejudiced by being deprived of an opportunity to examine the person whose evidence “goes to the heart of the case.” Strathy J. also noted that the plaintiff’s counsel had undertaken that the complainant need not prepare herself for examination on issues of which she had no personal knowledge, said he would be happy to receive undertakings on such issues and suggested that he would be willing to examine the complainant without the plaintiff present.

Ciardullo v. Premetalco Inc., 2009 CanLII 45445 (ON S.C.).

ITAC HR Forum – Presentation on managing employee use of social media applications

I presented today on managing employee use of social media applications at the Human Resources Forum of the Information Technology Association of Canada. I followed a presentation on social media use in human resources by the wonderful Connie Crosby and an enlightening presentation by Sheldon Silverman on the system AMD uses to mitigate the risks associated with its innovative social media marketing program.

My slides are below, and if you click through to my Slideshare page you can download a version with notes. It’s similar to presentations I’ve done in the past but I’ve added a couple slides to identify the complex issues related to wage and hours claims.

Case Report – Court orders identity of Gmail user to be disclosed… good discussion of balancing of interests

On September 9th, the Ontario Superior Court of Justice ordered Bell and Rogers to identify an individual who used a gmail account to communicate allegedly defamatory statements about York University and its president. The case is notable for two points. First, it contains a relatively detailed discussion of the balancing of interests factor and the privacy interests of the anonymous poster. Strathy J. considered that both Bell and Rogers had privacy policies and terms of service that lowered the individual’s expectation of privacy. Second, Strathy J. held that, in some circumstances, an individual whose identity may be disclosed should be given notice of the proceeding and an opportunity to participate. He did not elaborate, but held that York’s failure to give notice in this case did not tip the balance against making an order.

York University v. Bell Canada Enterprises, 2009 CanLII 46447 (ON S.C.).

Case Report – Privilege in e-mails waived based on uncontested waiver claim

On September 3rd, the Ontario Superior Court of Justice dismissed a motion to disqualify counsel who received allegedly privileged e-mails and used them to amend its pleadings. It held that the privilege holder had waived privilege either knowingly or through the reckless conduct of its counsel.

The privilege dispute arose in the context of a wrongful dismissal claim and a counter-claim brought against a departing plaintiff. The plaintiff had communicated with his legal counsel by e-mail on his former employer’s system. The employer’s American counsel retrieved the e-mails and turned them over to its Canadian counsel, who produced twelve suspect e-mails to the plaintiff in September 2007 along with 135 other documents. The next day, the employer’s counsel wrote a one page letter to the plaintiff’s counsel to deal with a number of production issues and expressly took the position that privilege in the e-mails had been waived.

The plaintiff objected to the production in May 2009. This was after its counsel had responded to all points in the one page letter except the privilege issue and had sought a further and better affidavit of documents. It was also after the defendant retained new counsel who assumed the plaintiff had accepted its privilege waiver position and sought to amend its pleadings to refer to the solicitor-client communications in November 2007.

On these facts, Master Glustein held that the plaintiff had waived privilege. He also held that he would not have otherwise disqualified the defendant’s newly-retained counsel, who he said was blameless in proceeding with its understanding that privilege had been waived. Master Glustein did not consider whether the plaintiff waived privilege in her communications by using her employer’s e-mail system, but did comment:

I also find no “blame” in CPL going through Eisses and Fava’s emails at the outset. Even if the Emails are privileged, CPL’s counsel (Miller and Blakes) believed that the Emails were not privileged because they were the employer’s documents, and that as such, Eisses waived privilege. In any event, CPL and Blakes did the right thing by immediately and explicitly advising Colson, at the outset of the production process, that CPL had produced solicitor-client communications on which CPL claimed Eisses waived privilege.

This obiter statement is of some interest given the frequency with which employers find themselves in custody of their former employees’ solicitor-client communications. The case is otherwise driven by its facts.

Eisses v. CPL Systems Canada Inc., 2009 CanLII 45440 (ON S.C.).