The Recognition and Enforcement of Foreign Judgments in New Brunswick: The Path Through Murky Water

February 25, 2013

Businesspersons and other litigants exhaust time, money and human resources to establish their right to a sum of money by obtaining a judgment in court. Once a judgment is obtained, the party owed becomes the judgment creditor, the party owing becomes the judgment debtor and the amount owing becomes the judgment debt. Often, not even a court decision against a judgment debtor will ensure the debtor will pay up. It is therefore crucial that the next steps to enforcing a judgment be prompt, certain and effective. Unfortunately, these steps are not simple. For that reason, we offer this paper in an attempt at clarifying how to enforce in the Province of New Brunswick, a judgment rendered in another jurisdiction.

Click here for publication.

Related Articles

Absolute Liability: Applicability and Exceptions – When Is It Absolute?

What Is “Absolute Liability”? Absolute liability is the obligation of an insurer to indemnify an innocent third party who was injured by an insured, while the insured was in violation of the insurance policy.  Under the absolute liability provision of the Insurance Act, RSNB 1973, c I-12, [the ‘Act’], the insurer may deny coverage to […]

read more

Without Cause Termination Provisions: The Potential Ace in an Employer’s Hand

The New Brunswick Court of Queen’s Bench has recently clarified the law regarding without cause termination provisions. The decision, Stéphane Vienneau v. Joy Global (Canada) Ltd., 2020 NBQB 76, explains that a properly worded termination provision is valid and enforceable even if it limits the employee’s entitlements to those set out in the Employment Standards […]

read more

Temporary Lay-off Period Extended in Newfoundland and Labrador

On June 12, 2020, legislation was passed temporarily amending the Labour Standards Act (the “Act”) to extend the period of temporary layoff contemplated in the Act. Background Previously, under section 49 of the Act, an employee on temporary layoff for a period exceeding 13 weeks over a consecutive 20 week period would be considered to […]

read more
view all
Cox & Palmer publications are intended to provide information of a general nature only and not legal advice. The information presented is current to the date of publication and may be subject to change following the publication date.