Lindsay Comfort-Cole
Southlake Health/Coordinator
2025 Salary
$148,472Total compensation $148,786, including $315 in taxable benefits.
Source: Ontario’s Public Sector Salary Disclosure — names paid $100,000 or more that year. How we build this · Report an error on this page
At a Glance
2025
Employer Rank
#181Southlake Health
Years on List
62019–2025
Peak Salary
$150,4732024
Full 2025 roster at Southlake Health →·See where $148,472 ranks →
Total Compensation History
Full History
2019–2025
$109,336 in 2019 is worth about $132,007 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2025 | CoordinatorSouthlake Health | $148,472Benefits $315Total $148,786 |
| 2024 | CoordinatorSouthlake Regional Health Centre | $150,473Benefits $0Total $150,473 |
| 2023 | Discharge NurseSouthlake Regional Health Centre | $119,168Benefits $244Total $119,412 |
| 2022 | ManagerSouthlake Regional Health Centre | $122,562Benefits $250Total $122,812 |
| 2020 | Patient Flow NavigatorSouthlake Regional Health Centre | $108,103Benefits $406Total $108,509 |
| 2019 | Patient Flow NavigatorSouthlake Regional Health Centre | $109,336Benefits $101Total $109,437 |
Take-Home Pay
(After Tax) · 2025 estimate
Of the $148,472 Lindsay Comfort-Cole earned in 2025, roughly $103,004 would remain after income tax, CPP and EI, an all-in deduction rate of about 30.6%. It is down about 1% from the $150,473 paid in 2024. Records under this name have appeared on the Sunshine List 6 years in all, first in 2019. After pension contributions (probably HOOPP in this sector), take-home is usually a further 7–10% lower.
- Estimated net pay
- ~$103,004
- Effective income-tax rate (excl. CPP/EI)
- ~26.9%
- CPP + EI contributions
- ~$5,507
- All-in deduction rate (incl. CPP/EI)
- ~30.6%
- vs. 2025 Coordinator median
- +20%
Where does $148,472 rank on the Sunshine List? →
Estimate only: 2025 federal and Ontario rates, basic personal amounts, Canada employment amount and CPP/EI credits; single, employment income only, salary treated as full-year income. Ignores pension contributions (OMERS, HOOPP, OTPP, OPTrust and similar plans lower actual take-home), union dues, RRSPs and benefits.