Samfiru Tumarkin LLP is one of Canada's most experienced and trusted employment, labour and disability law firms. Take advantage of our years of experience and success in the courtroom and at the negotiating table.
In Ontario, the question of whether an employer can reduce your salary is a nuanced one. While employers do have some wiggle room to adjust pay within certain situations, significant reductions without your consent can lead to complex legal challenges. It's crucial to understand your rights in these scenarios.
In the realm of Canadian employment law, Lior Samfiru stands as a beacon for workers' rights. As an employment lawyer and the national co-managing partner of Samfiru Tumarkin LLP, his unwavering commitment to employee advocacy has defined his career, with a focus on championing workplace fairness.
Being laid off unexpectedly can be disorienting and stressful. In addition to managing the shock of job loss, fired employees often face a flurry of practical concerns, including finding a new job, managing finances, and understanding their severance package and what's included in it - if the company even offers them severance at all.
When is an independent contractor not an independent contractor? When they’ve been misclassified and are actually an employee. And it happens far more frequently than you might expect.
Long-term disability (LTD) coverage is supposed to give Canadians peace of mind financially if they can’t work due to an illness or permanent injury. Unfortunately, that’s not always the case.
Do you have a case? Before you call an employment lawyer, use the Pocket Employment Lawyer to determine if your employment or disability situation requires further review by an experienced lawyer.
There are a lot of myths, misconceptions, and misinformation when it comes to your employment entitlements in Ontario, British Columbia and Alberta. There is no greater area of confusion than determining how to calculate severance pay.
Your employer can propose a pay cut, but they can’t cut your pay without your permission. An employer in Ontario does not have the right to unilaterally change or reduce an employee’s salary. A company that makes a change to an employee’s salary risks triggering a claim for constructive dismissal.