Employment
Contracts
Agreements, and Workplace Policies
Organizations of all sizes should have clear and unambiguous contracts and policies that reduce liability, improve employee satisfaction, and set out important terms of the employment relationship. We take an extremely thorough approach in assessing your workplace needs, understanding your business, and recommending the appropriate best practices, terms and procedures.
We can help you assess the workplace policies that are mandatory and recommended for your workplace. Some common workplace policies include:
Health and safety policies
Bullying and harassment policies
Vacation policies
Leave of absence policies
Compensation policies
Conflict of interest policies
We can help you protect your business by:
Assessing whether you should hire an employee or an independent contractor
Allowing you the flexibility to make changes to the employee’s hours, compensation or duties, or lay them off, from time to time
Clarifying the structure and limits of the employee’s compensation plan
Limiting the employee’s rights upon termination
Instating non-solicitation, non-competition, intellectual property, and confidentiality clause protections
We can help your business comply with the law by:
Drafting enforceable, reasonable and clear terms in your business’ contracts and policies
Advising on the business’ compliance with the Human Rights Code, the Occupational Health and Safety Act, the Canada Labour Code, the Human Rights Act, the Pay Equity Act, and other relevant legislation
Lawfully enforcing non-solicitation, non-competition, intellectual property, and confidentiality clause protections
Day to Day
Conflict, and Terminations
Employers have to be extremely careful when carrying out discipline, managing workplace conflict and carrying out terminations to protect themselves from claims for wrongful dismissal, constructive dismissal, discrimination, harassment, failure to accommodate, general damages, punitive damages, or aggravated damages.
If you work with us, our recommendation will always be to treat the employee fairly, generously, with humanity, and in close adherence to any laws and regulations that apply to them. If you want workplace conflict to strengthen your employee’s work satisfaction, instead of hinder it, you should work with us.
If you are sued, you will be required to obtain legal representation, and spend a lot of time and money defending your business. Overall, getting sued is something that is simple to avoid, if you treat people fairly and follow through on your promises.
We can help your business comply with the law by:
Drafting enforceable, reasonable and clear terms in your business’ contracts and policies
Advising on the business’ compliance with the Human Rights Code, the Occupational Health and Safety Act, the Canada Labour Code, the Human Rights Act, the Pay Equity Act, and other relevant legislation
Lawfully enforcing non-solicitation, non-competition, intellectual property, and confidentiality clause protections
