Resources, Articles, & Advocacy
Legislative Update | January 30, 2026
Your OBA LegUp Policy and Legislative Update Week of January 26
Eglinton LRT: The long-awaited and overbudget Eglinton LRT is targeting a February 8, 2026 launch date. More than 15 years since construction began, and six years since it was originally slated to open, the 19-kilometre, 25-station line will run between Kennedy Station and Mount Dennis.
Legislative Update | January 23, 2026
Your OBA LegUp Policy and Legislative Update Week of January 19
EV Boycott: Premier Ford is calling on Canadians to boycott Chinese-made EVs following a deal between Canada and China to allow up to 49,000 vehicles to enter Canada tariff-free.
Legislative Update | January 20, 2026
Your OBA LegUp Policy and Legislative Update Week of January 12
Premier Ford and China EVs: Following Prime Minister Carney’s meeting with Chinese President Xi, Premier Ford has raised alarm bells about the impact cheap Chinese EVs would have on Ontario's auto sector. The Premier has called the deal, which would allow up to 49,000 Chinese EVs to enter Canada tariff-free, as a lopsided deal.
Article | January 15, 2026
Why Copyright Protection Matters in Franchising
When it comes to protecting intellectual property in franchising, trademarks tend to dominate the conversation, largely because the franchise system’s name and logo are often the key drivers of brand recognition and success. However, one of the assets in franchised businesses that is often overlooked are copyrighted materials.
Article | January 15, 2026
Navigating Unexpected Employment Liability for Franchisors
This article explores the key aspects of a common employer finding and outlines the potential pitfalls and mitigation strategies for franchisors seeking to evaluate their own internal practices and protect their business. Ultimately, there are ways to avoid a finding of common employer status, but doing so typically requires franchisors to forego at least some level of operational control. This is not an easy decision, as franchisors must balance the need to control certain employment practices to maintain brand consistency against the risk of being deemed a common employer. This is a highly individualized balancing act and should be assessed within the context of each franchisor’s unique model.
