Skip to content

Client Update: Nova Scotia New tort of cyberbullying

NEW TORT OF CYBERBULLYING

On May 10, 2013 the Nova Scotia legislature passed the Cyber-safety Act (Bill 61). When this bill comes into force, it will give rise to a new tort of cyberbullying that creates liability for the tortfeasor and potentially for his or her parent(s) if the tortfeasor is under the age of 19.

TORT OF CYBERBULLYING

Cyberbullying is defined in the Act as:

any electronic communication through the use of technology including, without limiting the generality of the foregoing, computers, other electronic devices, social networks, text messaging, instant messaging, websites and electronic mail, typically repeated or with continuing effect, that is intended or ought reasonably be expected to cause fear, intimidation, humiliation, distress or other damage or harm to another person’s health, emotional well-being, self-esteem or reputation, and includes assisting or encouraging such communication in any way.

A person who subjects another person to cyberbullying commits the tort and can be liable for general, special, aggravated and punitive damages and be subject to an injunction.

While the Act does not provide any guidance as to the range of damages that may be awarded, it does allow for the court to consider any particular vulnerabilities of the plaintiff, all aspects of the conduct of the defendant and the nature of any existing relationship between the plaintiff and the defendant when assessing damages.

PARENTAL LIABILITY

If the person committing the tort of cyberbullying is under the age of 19, his or her parent(s) or guardian(s) will be jointly and severally liable, unless they can convince the court that they:

a.) Were exercising reasonable supervision over the child at the time the child engaged in the activity that caused the loss or damage; and

b.) Made reasonable efforts to prevent or discourage the child from engaging in the kind of activity that resulted in the loss or damage.

Factors the court will consider in making this assessment include:

  • The age of the child;
  • The prior conduct of the child;
  • The physical and mental capacity of the child, including any psychological or other medical disorders of the child;
  • Whether the child used an electronic device supplied by the parent, for the activity;
  • Any conditions imposed by the parent on the use by the child of an electronic device;
  • Whether the child was under the direct supervision of the parent at the time when he or she engaged in the activity; and
  • Whether the parent acted unreasonably in failing to make reasonable arrangements for the supervision of the defendant.

WHAT THIS MEANS FOR YOU

The Cyber-safety Act has wide-ranging implications. First and foremost, it creates a new tort. It also presumes a form of vicarious liability for parents of cyberbulliers under the age of 19, however, this is rebuttable. Finally, other forms of vicarious liability are not precluded. For example, an employer could be vicariously liability for an employee who engages in cyberbullying in the workplace.

The foregoing is intended for general information only. If you have any questions, visit our Insurance group. For more on our firm see stewmac.arrdev.ca.

SHARE

Archive

Search Archive


 
 

Good Faith Fisheries: New case on Crown consultation & regulation of Aboriginal fisheries

March 22, 2016

By Jennifer Taylor Why is this case a big deal? It started with two salmon. Now, after several years of litigation, the Nova Scotia Provincial Court in R v Martin, 2016 NSPC 14 has stayed proceedings against…

Read More

Atlantic Employers’ Counsel – Winter 2016

March 10, 2016

THE EDITORS’ CORNER Michelle Black and Sean Kelly One day, the line between mental and physical disabilities may not be so pronounced, but, for now, distinctions are still drawn between Employee A with, for example, diabetes and…

Read More

Hiring the “Right” Employee

February 24, 2016

By Lisa Gallivan Employees can be your biggest asset, if you hire the right people. This can often be one of the biggest decisions that you make as a business owner or employer. The “right” employee…

Read More

Bye, Bye Canadian P.I.?: What Apple’s fight against the FBI means for the protection of Personal Information in Canada

February 23, 2016

By Burtley Francis and Kathleen Leighton Order Up: Apple, P.I. Recently, the public safety versus personal privacy debate has been brought to main headlines. Apple is facing a court order (available here) requiring the company to assist the FBI in the investigation of…

Read More

Client Update: Outlook for the 2016 Proxy Season

February 12, 2016

In preparing for the 2016 proxy season, you should be aware of some regulatory changes and institutional investor guidance that may impact disclosure to and interactions with your shareholders. This update highlights what is new…

Read More

Left Sharks and Copy Cats: The Super Bowl’s Impact on Protecting a Brand

February 5, 2016

By Burtley Francis and Michael MacIsaac You remember Left Shark… The Super Bowl is a lot of things to a lot of people and is arguably the most anticipated event of the year that is not a holiday…

Read More

The Labour Relations of First Nations’ Fisheries: Who gets to decide?

February 2, 2016

By Jennifer Taylor Summary The Canada Industrial Relations Board recently held that it had no jurisdiction as a federal board to certify a bargaining unit comprised of fisheries employees of the Waycobah First Nation. The decision…

Read More

Can an employer prohibit tattoos and piercings?

January 21, 2016

By Peter McLellan, QC In the 1970s the issue for employers was long hair and sideburns. In the 1980’s it was earrings for men. Today the employer’s concerns are with tattoos and facial piercings. What are…

Read More

Settling for it: Two new NS decisions on settlement agreements and releases

January 15, 2016

By Jennifer Taylor Introduction It sounds simple: Two disputing parties, hoping to resolve their disagreement without drawn-out court proceedings, will mutually agree to a settlement on clear terms; release each other from all claims; and move…

Read More

Labour and Employment Legislative Update 2015

December 23, 2015

2015 ends with changes in workplace laws that our region’s employers will want to be aware of moving into 2016. Some legislation has been proclaimed and is in force, some has passed and will be…

Read More

Search Archive


Scroll To Top