Samfiru Tumarkin LLP Employment Lawyers
Samfiru Tumarkin LLP Employment Lawyers
The official KZread channel for Samfiru Tumarkin LLP content. Here you will find educational and informative videos in the areas of employment law, disability law and personal injury law. We constantly provide relevant and accurate information on your rights in Canada, specifically in the provinces of Ontario, British Columbia and Alberta.
The experienced legal team at Samfiru Tumarkin provides practical and cost-effective solutions, backed up by years of proven results and countless testimonials. With main offices in Toronto, Ottawa, Vancouver and Calgary, our lawyers have appeared before all levels of courts and administrative tribunals throughout Ontario, British Columbia and Alberta, as well as the Supreme Court of Canada.
Get the advice you need, the compensation you deserve. Call our team today at 1-855-821-5900 or go to EmploymentLawyer.ca
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I used your company to inquire about my situation, and had to pay for the consultation which I did. I was to get back if things changed which they did. I called back and was told I had to pay another consultation fee. I had a medical, I returned and they put me in a different area but fired me without cause 3 mo. after they moved me. I contacted your company and they said if I did not pay the consult fee, they would not help me. I was devastated, and was pretty much broke. I renegotiated their offer from 3200.00 to 6000.00$ and they accepted and paid me. I had previously sent in a formal complaint to two managers and HR, about the reason I was on medical, harassment and bullying caused me depression, etc. My doctor did not want me to return but I felt they were helping me! They did not follow up with me or give me an update on the formal complaint. My question is can I still sue the company for what they did to me, Human Rights, reprisal for complaint. I am still unemployed, 60 years old.
Can I use recording for boss lieing
Disability insurance claims are complex. Your advice to stick with trusted medical providers is crucial. Your health team should prioritize your well-being, not the insurer's bottom line. Great insights
Crucial information on severance rights after a business sale! Knowing employees are protected is reassuring. The severance calculator tool is a game-changer. Understanding your rights can save you money. Thanks for the breakdown
Crucial LTD benefits and insurance company tactics breakdown. Two-year policy review and legal strategies are eye-opening. Your advice could be a lifeline for many. Keep empowering us with your expertise.
Thanks a lot. If I must to notify my employer about presents of my lawyer on the next meeting with them? Thanks again
I have a question regarding severance pay. I'm currently off work due to medical issue's. If I resign am I entitled to my severance pay?
In nevada everything i have researched severance pay. The law states they're not required to pay
Unfortunately we only cover Canadian laws in our shows.
I’m in long term disability after 24 months I get fired even show Dr note show other 6 months, what I have to do?
Interesting!
I have an urgent question….A customer recorded a conversation with me in an office without my consent in Canada??is that illegal someone please help ..thanks
What was said was very clear. They can record your conversation if they are engaged in the conversation.
How much do you take from the customer .. Is it a flat rate or percent .. What happens if I don't have the $500 for a retainer ..
ok was told I had a case but my money would be all drain up by lawyers.. So you are screw when you don't have the money to pay ..
PRL Andy Romeo, HR Sarah Bolton and District Manager Lennox Thomas colluded and conspired to Retaliation Wrongful Terminate me based on my race and disability and whistle blower wage and commission fraud.
I painfully suffered all the mentioned Retaliation Workplace Harassment; but Unbeknownst to me Atty Little omitted from EEOC'S investigation.
...I was even Defrauded out of contest prizes, money, and sock leave.
PRL fraudulently allowed my upper Management to make significantly pay cuts in my salary during probation and thereafter. I was denied being issued a personal Cashier's Sales ID#; but forced to ring up my sales using my direct manager'd Blythe's Sales ID#. She and Monica's criminal intent in Defrauded me out of salary, days not off, overtime pay, no breaks, no lunch, and Commision harge back was permitted and covered up by PRL Officers.
As for reporting Discrimination and Fraud, Fare to You in-house Attorney Amanda Costello and Ben Aston instructed employees to call and make verbal complaints 1-800- Fare 2 You. .
PRL investigated by verbal racial slurs, disability and Whisyle Blower complaints but covered it up and created trumped up charges, Surveillance, etc and Wrongful Terminated Retaliated .
Ralph Lauren Officers CEO Andy Romeo, Fare to You, and HR Sarah Bolton condoned, covered up, and disregarded Retaliations Work Place Harassment.
Atty Little systematically plotted and stripped them away from me. Dismantled my case with Adversary's Legal Counsel.
I didn't walk away from my rights, Atty Little malicious and covertly excluded them from my EEOC'S Charges benefit PRL.
I have not gotten paid. I got elected, but not paid. I actually have not gotten a paycheck in almost 63 weeks.
I have not gotten a paycheck in over 62 weeks, already went to court, already appealed and don't find it necessary to date or marry my boss to get a paycheck. If they cared at all, they would not have waited almost 63 weeks. People have died in far less time.
Severance? What's that? A new recipe?
I may be younger than you.
In BC there is notice period as per ESA so if the employer pays in lieu of the notice period for example two week if the employee was hired for a year and half, does this mean that the employee is still entitled to severance? and if yes how to calculate that?
In the case of the employee who went for 4 weeks following a letter from a lawyer. The employee may be the subject of reprisal by different means.
The agreement between the employee and the employer at the time of returning to work was that the part time status was only temporary, along with a promise by the employer to return employee back to his full time status in the future. Therefore, the acceptance of the employee was conditional. the employer has the obligation to fulfill the condition of allowing the employee to his previous status of full time employee, otherwise, the agreement shall become null and void ab initio. In case the agreement for part time does not specify the date on which the return to the full time should occur, a reasonable time may be determined on the facts, and circumstances surrouding such an agreement, including relevant factors such as expectation of the parties, their conduct، etc. Such facts may be ascertained through discovery proceedings.
What is the statute of limitations for addiction / treatment costs ... Disability?
I was fried because my plant manger was walking through and he said i was sleeping but cloude not prove that i was sleeping
He took A picture of me without my m Permission
The Office of Immigration and Multiculturalism has seen an increased amount of fraud relating to the following documents: Newfoundland and Labrador Provincial Nominee Program (NLPNP) nomination certificates. Atlantic Immigration Program (AIP) endorsement certificates. Atlantic Immigration Pilot Program (AIPP) endorsement certificates. Letters of support for work permits from the Office of Immigration and Multiculturalism or the Department of Immigration, Population Growth, and Skills. To stay safe, you should never share your password or login information (even with consultants or recruiters) and you should only rely on documents provided through formal communication channels. Always verify that communications and documents are authentic and check that your immigration consultant or representative is registered.
What is the difference between Assessment and survey, in the two year mark of disabilities , the insurance company asked a 3rd party to do a survey(instead of an assessment to do For Disabled employee, they used the word Survey What is the harm in doing a survey instead of assessment or both are the same meaning
Oh good it's not legal! Sue their asses. People have human rights. These couthese companies think they can do whatever they want to do because they know we need to feed our families.
Yes, if those sweats are used as insults at your boss. Also, swearing in a workplace looks unprofessional.
It always infuriates me when idiots say, "Well, it's their business, they should have the freedom to run it how they want, just get another job." Uh, NO. No one...I repeat, NO ONE should have the right to force a medical procedure on you. That should be between you and your doctor. The whole "Just get another job" statement won't help if every, or almost every employer decides to enforce it. I'm all for working hard and being a good employee, but there needs to be boundaries. People shouldn't let their employer abuse them or overstep boundaries.
When an Attorney files an appeal with the court of appeals, Who is responsible for paying court fees to get claim started
I need their help. Wish I could afford them. I am also on disability. Was let go, not fired, not laid off, it's been 3 months. No papers, no termination papers, no pay. He says to take him to court and I can't afford to.
How are "consequential" injuries dealt with by disability companies?
How can pre-existing conditions affect current disability claims?
How should HR deal with employees who have suffered intimate partner abuse (from another employee)? What protection should HR offer?
How is "burnout" important when defining a trigger of mental health
What is "mobbing " and how is that important when defining harassment at work
Lior Samfiru gives the best advice for free on these videos. Thank you Sir
Never sign anything from your employer or Union or Insurance company . They play a game to bamboozle and trick you out of your rights and infringe upon them. Always make decisions with a lawyer on your side. The Union lawyer is not on your side.
Severence isn't enough for someone with disability. This guy gives great advice and is very smart.
Don't ever go to HR. They are not your friend and won't investigate anything but support management in reprisal and denial of illness . HR are pieces 🧩 f Shite.
Is this los angeles based
Thanks for the question. At this time (June 2024) we represent employees and employers in Canada, specifically the provinces of Ontario, Alberta and British Columbia.
I’m still on WC treatment, ( over 2 years) but got fired from work. What can I do. Thanks!
Loved this video
Thank you for watching!