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Bram Lecker

The principal of the firm, Bram A. Lecker, B.A. LL.B. is an experienced employment lawyer in Toronto. Bram is dedicated to helping employees who are seeking their rights in employment law matters, including wrongful dismissal, constructive dismissal,  severance, harassment in the workplace and denial of disability benefits.

Bram obtained an Honours B.A. in Canadian Studies from York University, and attended law school at the University of Ottawa where he received his LL.B.  He was called to the bar as a barrister and solicitor in the Province of Ontario in 1984.

As one of the leading employment lawyers in Ontario, Bram has represented employees in many significant employment cases before the Ontario Superior Court, Ontario Court of Appeal, Ontario Divisional Court, Federal Court, Federal Court of Appeal, Ontario Labour Relations Board, and Ontario Human Rights Tribunal.

Bram has authored dozens are articles for various legal and human resources publications including Human Resources Professional Magazine and the Ontario Lawyers Weekly Digest. He has been interviewed by the Globe and Mail, Maclean’s magazine, Global News, the Toronto Star, National Post, CBC Radio, Sun TV, and CFRB 1010 Talk Radio on various employment law related issues.

Bram has lectured on employment law at seminars organized by the Law Society of Upper Canada including “The Six Minute Employment Lawyer” and was an instructor for the paralegal programs at Humber College and Seneca College.

Bram currently sits as the Chair of the Board for Family & Credit Counseling Services of York Region as well as a board member for The Economic Club of Canada, and is actively involved in local social and political issues.

Notable Cases

Luz v. Moore Business Communication Services, (Ont. Gen. Div. 1995) and Bullen v. Procter & Redfern Ltd., 1996 CanLII 8135 (ON SC), Bram was the first lawyer in Ontario to obtain summary judgment in a private employment wrongful dismissal action.

Martellacci v. CFC/INX Ltd.,1997 CanLII 12327 (ON SC), established the principle that temporary “lay-offs” must be treated as terminations.

Randhawa v. Everest & Jennings Ltd., 1996 CanLII 8157 (ON SC),established principle that Employers could not interfere with Employment Insurance process.

Youkhanna v. Spina Steel,2001 CanLII 28316 (ON SC), established principal that Employers could not interfere with Employees rights to claim for WSIA injury.1

Hilton v. Norampac Inc.,2003 CanLII 11626 (ON CA), established principle that Employee could refuse material change in working conditions that adversely affected parenting obligation. This case was decided by the Ontario Court of Appeal in favour of the employee, a decision which was upheld by the Supreme Court of Canada in its decision to deny the employer’s request for leave to appeal.

Boland v. APV Canada Inc.,2005 CanLII 3384 (ON SCDC), the Divisional Court held that employees could not be forced to stay on with the new purchasers of a business when it was purchased and would not forfeit their rights to severance if they left.

Mahesuram v. Canac Kitchens Ltd. a Division of Kohler Canada, 2009 CanLII 1369 (ON SC), was one of six decisions against a large multi-national corporation that attempted to withhold pay in lieu of reasonable notice to its long-serving Canadian employees when it shut down the company’s Canadian operations.

Verma v. Royal Bank of Canada,2012, where a bank employee was reinstated to his position with full back-pay and full legal costs payable by the employer after his employment was terminated for discriminatory and unjust reasons.

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