Lefor v. Canada Suites Ltd., et al

Samfiru Tumarkin LLP recently appeared before the Ontario Superior Court of Justice’s Divisional Court — successfully arguing that the Feb. 2025 wrongful dismissal ruling in favour of our client, Mark Lefor, should be upheld.

In Lefor v. Canada Suites Ltd., et al, the Ontario Small Claims Court initially found that Lefor was a dependent contractor at the time of his termination, entitling him to 9 months of severance pay.

WATCH: Employee Misclassification — Your Rights

What You Need to Know

• In August 2013, Lefor begins working for Canada Suites — classified as an independent contractor.
• Throughout his 7 years with Canada Suites, Lefor is directed to submit semi-monthly invoices for approval and payment.
• Pleased with his work, Canada Suites promotes Lefor to the position of General Manager.
• In the spring of 2020, Canada Suites attempts to reduce Lefor’s compensation. Following his rejection of the pay cut, the company terminates him without severance pay — citing his classification as an independent contractor.
• Confident that he’s been wrongfully dismissed, Lefor contacts Samfiru Tumarkin LLP.

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Divisional Court’s Decision

The Divisional Court rejected the appeal by Canada Suites — claiming the company had failed to establish that the trial judge made a palpable and overriding...

Read Full Story: https://news.google.com/rss/articles/CBMikAFBVV95cUxNSjNVNmZ0blh1QzRvOVh3ZWRL...