Nicole T.M. Tryhorn

Nicole has a broad practice in our Regina office, focusing on corporate commercial law and immigration law.

Nicole joined McDougall Gauley as a summer student in 2019 after her first year of law school. She returned to the firm as an articling student in 2022 after completing her Juris Doctor at the University of Saskatchewan. She was called to the Bar in June of 2023. Nicole received a Certificate in Common Law in French from the University of Ottawa while completing her law degree. Nicole has the ability to practice in both French and English.

Prior to law school, Nicole received her Bachelor of Business Administration and a Certificate in Economics from the University of Regina. Nicole has also earned a Diploma in International Business from ICN Business School in Nancy, France.

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March 27, 2024

When must an estate produce documents in a will challenge? Applications for production of records in the context of will challenges in Saskatchewan

Jonathan R. Milani & Nicole T.M. Tryhorn

Case Comment

A recent Saskatchewan Court of King’s Bench decision answers when the executor of an estate, or any third party possessing records of the testator, may be compelled to produce documents to the will challenger in a will challenge brought under Rule 16-46 of The King’s Bench Rules [ Rules]. In Stradeski v Kowalyshyn, 2023 SKKB 177 [ Kowalyshyn], the...

March 18, 2024

Pitfalls in Drafting Termination Clauses in Employment Contracts

Alyssa Phen, Calen Nixon & Nicole T.M. Tryhorn

Case Comment

In this blog post, we review two recent Alberta decisions which emphasize the importance of incorporating clear and unambiguous termination clauses in employment agreements, as well as the consequences for employers when such clauses fall short of this standard. Generally, courts will not uphold a termination clause in an employment agreement that...

August 23, 2023

When Employers have a Duty to Inquire and what it entails

Calen Nixon & Nicole T.M. Tryhorn

Case Comment

What is the Duty to Inquire? As a starting point, it is well-established that employees have obligations to inform their employer of their need for accommodation and to disclose sufficient information for the employer to fulfill its duty to accommodate. It is not always the case, however, that employees are forthcoming with accommodation requests...