Ontario jurisdiction

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Answered 1 days AfterMay 13, 2023

Answer To: Ontario jurisdiction

Tarun answered on May 14 2023
35 Votes
RESEARCH OBJECTIVE: To determine whether an individual is providing services as an Independent Contractor or performing services as an Employee or an Dependent Contractor.
FACTS: In the present case, Mandami Trucking (“Company”), owned by Ashira Mandami, had contracted with Navdeep Kaur (“Trucker”) for the pickup and delivery of goods wherein Ashira manages all the clients, overs
ees all financial matters, and organises about 35 truck drivers to meet the client's various transportation needs, though the drivers are given discretion over the routes and the sequence of client deliveries and pick-ups within a given day. Additionally, drivers usually value this because it enables them to choose effective routes and maximise fuel efficiency by avoiding repeated visits to the same places. Ashira is also in charge of all client interactions, with the exception of those that take place during delivery and pickup, when the truck drivers will speak with the clients to confirm their arrival time and engage in conversation with them while loading and unloading the goods.
ISSUES:
A. Whether Navdeep is an Employee, a Dependant Contractor or Independent Contractor?
B. Does this raise the possibility of a claim of constructive dismissal if Navdeep is an employee?
RESEARCH:
A. FIRST CASE LAW
NAME & CITATION: 1392644 Ontario Inc. (Connor Homes) v. Canada (National Revenue) [2013 FCA 85 (canlii)]
FACTS: In this case, Connor Homes (hereafter referred to as the "Appellant") ran a children's group home where it employed people to serve in the capacities of child care providers and supervisors. The three people who served in these capacities were considered to be employees in insurable and pensionable positions, according to the Canada Revenue Agency (hereinafter referred to as "CRA"). They had all signed contracts with Connor Homes that stated they were operating as independent contractors, yet this decision nonetheless stood.
The Tax Court of Canada upheld the CRA's decision after the Appellant filed an appeal, concluding that the Appellant had substantial control over the employees, that there was little chance for them to increase their income by cutting costs or producing more, and that the Appellant provided the majority of the necessary tools. The precise contractual provision that said the workers were independent contractors was not consistent with the workers' employment relationship. After feeling mistreated, the appellant subsequently filed an appeal with the Federal Court of Canada.
ISSUES: Whether or not a person is working as an employee or an independent contractor depends on whether or not they are providing the services as a person in business for themselves.
DECISION: In coming to its conclusion, the Federal Court considered a number of criteria outlined in the earlier cases, including the landmark ruling in Wiebe Door Services Ltd. v. M.N.R., [1986] 3 F.C. 553, which was subsequently upheld by the Supreme Court of Canada in 671122 Ontario Ltd. v. Sagaz Industries Canada Inc., 2001 SCC 59 (CanLII). The Court also took into account the recent jurisprudential trend in which courts have given the parties' expressed intentions with regard to the nature of the relationship significant weight.
A two-step test is the proper one to use. "The subjective intent of each party must be ascertained," according to the first stage. Written contracts, GST registration, the provision of invoices for services provided, and income tax returns filed as an independent contractor are all instances of subjective intent in action.
The second phase entails determining "whether an objective reality sustains the subjective intent of the parties." The Court then used the criteria outlined in Weibe Door and Sagaz, taking into account things such how much influence Connor Homes...
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