Maple Leaf Law

Family lawyers often compare parenting time to school attendance. The analogy goes something like this: “If your child refused to go to school, you would still make them go. The same should apply to parenting time.”

In my humble opinion, this analogy oversimplifies a much more complex reality.

A parent usually does not worry about abuse, neglect, manipulation, or emotional harm occurring at school. If they did, they would likely change schools immediately. Yet these are often the exact concerns raised when a child resists spending time with the other parent.

School is also temporary and structured. A child attends for a few hours, remains under the custodial parent’s overall care, and returns home afterward. Parenting time can feel very different to a child, emotionally, psychologically, and practically.

For many children, school represents learning, friendships, routine, and safety. The other parent’s home may not feel the same way. In some cases, children may experience guilt, pressure, conflict, or negative comments about the custodial parent while there.

When we treat parenting time like mandatory school attendance, we risk turning it into an unavoidable chore in the child’s mind — something they simply have to endure.

Is that really the relationship we want to build between a child and their parent?

Rather than forcing compliance through simplistic comparisons, it may be more productive to understand why the child is resistant and address the underlying issues. Healthy parent-child relationships are not built through coercion; they are built through trust, safety, and connection.

I attended the Alberta Court of King's Bench town hall meeting today regarding the new Family Focused Protocol. The discussion highlighted the Court’s ongoing efforts to improve and streamline the process with the goals of achieving faster resolutions, reducing conflict, and encouraging greater use of alternative dispute resolution options in family law matters.

While these changes are well-intentioned and moving in a positive direction, the new Protocol is still experiencing some growing pains. Many litigants are facing lengthy wait times, procedural delays, and significant legal costs as the system adjusts.

For many families, this may be the right time to consider collaborative family law as an alternative to a courtroom battle.

Collaborative family law is a respectful, practical, and often more efficient way to resolve family law disputes outside of court. In the collaborative process, both parties commit to working toward resolution through negotiation, supported by collaboratively trained lawyers and, where appropriate, financial professionals, parenting experts, or other neutral specialists.

The benefits of collaborative family law can include:

• Greater control over outcomes instead of leaving decisions to a judge

• Reduced conflict and stress for parents and children

• Increased privacy and confidentiality

• Faster and often more cost-effective resolutions

• Better communication and healthier co-parenting relationships moving forward

Of course, court proceedings remain necessary in some situations. However, for many separating families, collaborative law offers a more constructive and family-focused path forward.

Separation is difficult enough. The legal process does not always have to make it harder.

With Alberta’s new Family Focused Protocol now in effect, family law is moving in a clear direction: less conflict and earlier resolution.

For many separating couples, that makes this the right time to seriously consider collaborative family law instead of a courtroom battle.

In traditional litigation, families often spend months — or years — navigating multiple court appearances, procedural delays, and escalating conflict. The emotional and financial cost can be significant, especially where children are involved.

By contrast, collaborative family law is designed to help parties work toward practical, respectful solutions outside of court. Both parties commit to resolving issues through negotiation, with the support of collaboratively trained lawyers and, when appropriate, financial or parenting professionals.

The advantages can include:

• More control over the outcome rather than leaving decisions to a judge
• Reduced conflict and stress for parents and children
• Greater privacy and confidentiality
• Faster and often more cost-effective resolution
• Improved communication and co-parenting relationships moving forward

Court will always remain necessary in some cases — particularly where there are safety concerns, family violence, or an unwillingness to participate in good faith. But for many families, collaborative law offers a healthier and more constructive path forward.

Separation is difficult enough. The process of resolving legal issues does not always need to make it harder.

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This Sunday, May 10, is Mother's Day — a time to celebrate and appreciate the mothers, grandmothers, stepmothers, and maternal figures who play such important roles in our lives.
For separated or divorced parents who are co-parenting, it may also be an opportunity to pause and recognize the positive contributions your co-parent makes in your child’s life. In family law matters, it’s common for parents to become focused on each other’s shortcomings or disagreements about parenting. Unfortunately, that often leads to criticism and conflict that can be difficult for everyone involved, especially the children.
What if, on occasions like Mother’s Day and Father’s Day, co-parents made a conscious effort to acknowledge each other’s strengths as parents instead?
A small shift in perspective can sometimes improve communication, reduce conflict, and create a healthier environment for children to thrive.
What are your thoughts on encouraging more positivity and appreciation in co-parenting relationships?

A great result this week: one of my clients has obtained Permanent Residence through spousal sponsorship.
We submitted the application in January 2025, and it was approved in just 15 months, which is an excellent timeline for this category.
While my fees may be higher than those of an immigration consultant, my client received comprehensive legal support throughout the process. This included strategic guidance on submitting additional evidence beyond the minimum requirements, as well as ongoing assistance in responding to IRCC inquiries.
Strong preparation and consistent support can make a meaningful difference in both timelines and outcomes.

Using a free separation agreement template from the internet, or even one purchased in-store, might seem like a cost-saving decision. But in reality, it can come at a much higher price.
These templates are often not compliant with Alberta law, may be outdated, and rarely reflect recent legal developments. More importantly, they are not tailored to your unique circumstances.
While you might save a few hundred dollars upfront by skipping legal counsel, you also forgo the benefit of informed, personalized legal advice. That’s a significant trade-off.
In practice, separation agreements are frequently revisited years later when disputes arise. At that point, unclear or incomplete terms can lead to costly legal battles, often amounting to thousands of dollars in fees that could have been avoided.
Investing in proper legal guidance from the outset isn’t just about protecting your interests today. It’s about preventing unnecessary conflict and expense in the future.

Many employees come to me describing workplace bullying or unfair treatment, and a common question is whether they can pursue a human rights complaint.
The answer depends on why the treatment occurred. Human rights legislation protects against discrimination based on specific grounds (such as race, gender, disability, and others set out in the law). Unfortunately, not every form of unfair or toxic behaviour falls within those protected categories.
That said, even if a human rights claim isn’t available, there may be other legal options to address what you’re experiencing.
If you’re unsure about your rights or next steps, it’s worth speaking with an employment lawyer to understand where you stand and how best to move forward.

We offer flat fees for independent legal advice on separation agreements, prenups, cohabitation agreements etc. No hourly fees and no guesswork on how much you may end up spending.

If you can’t afford a lawyer and don’t qualify for Legal Aid, representing yourself in court isn’t your only option.

Some lawyers like me offer limited-scope and legal coaching services. This allows you to handle your own court matter while retaining a lawyer behind the scenes to assist with specific tasks or provide advice when you need it.
With this approach, you remain in control of your case and complete most of the legal work yourself, consulting a lawyer only as needed. This can significantly reduce legal costs while still giving you access to professional guidance.

It’s important to understand that in a limited-scope arrangement, you’re in the driver’s seat. Your lawyer supports you, but it’s up to you to move your matter forward and decide next steps—unless you specifically ask for advice.
I’m part of a group of lawyers who provide legal coaching and limited-scope services. You can find a full directory here:

Alberta Legal Coaches and Limited Services Society, lawyers in Edmonton, Calgary, Lethbridge, Lloydminster, Medicine Hat, Airdrie, Alberta, All of Alberta, Fort Saskatchewan, Grande Prairie, Red Deer, Sherwood Park, St. Albert, St. Paul, and... Albertan educational website and directory of lawyers who provide legal coaching or limited services. Legal coaches are lawyers who provides ongoing information about the law and court processes, to enable a person to represent themselves in court, tribunals, or negotiations. A limited service or li...

Most people know that if they are terminated from their job, it’s wise to consult an employment lawyer to help navigate severance and other aspects of the separation. What’s less well known is that the outcome of those discussions often depends heavily on the employment contract signed at the very beginning of the relationship.
Very few employees take the time to have an employment contract reviewed before they start a new role. Yet doing so can prevent significant issues, and expense, down the road.
As part of my practice in employment law, I help clients review, negotiate, and understand employment contracts before they sign. Starting a new job should come with clarity and confidence, not uncertainty. If you’re considering a new role, a brief legal review upfront can make all the difference.

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