Sentences with phrase «written employment agreement»

Make sure your employees sign intellectual property assignment agreements, or have such provisions in written employment agreements.
Employers can increase certainty with written employment agreements with termination clauses that contemplate without cause dismissals and entitlements upon termination.
Continue Reading Early New Year's Resolutions: Are You Using Written Employment Agreements With Your Canadian Employees?
If you are an employer and you need to make changes to the terms of your employee's employment, or if you want to introduce written employment agreements with your staff, then contact the professional, experienced and cost - effective employment lawyers for employers at Ottawa's Kelly Santini LLP; we would be happy to be of service to your business or organization.
It can be anticipated that, as written employment agreements become increasingly common, the level of concern referred to in paragraph 3 will gradually dissipate.
Complying with state and federal employment guidelines, as well as executing written employment agreements, can help prevent trouble down the line.
While written employment agreements are not a replacement for sound human resources planning or judgment, a well - written agreement, tailored to the specifics of the employment relationship, can be an invaluable component of successfully managing employees throughout the life - cycle of the employment relationship, beginning to end.
The takeaway for employers is that unless you have a pretty solid written employment agreement with your employees (and if you do not, you should speak with an experienced employment lawyer about obtaining one), you should expect to pay more than the minimum amounts prescribed by the applicable employment standards legislation.
This case therefore exemplifies the importance of implementing clear, enforceable written employment agreements containing important clauses that set out the respective rights and obligations of the employer and employee, such as clauses pertaining to probationary periods and entitlements upon termination.
Practically speaking, the Supreme Court of Canada's decision also increases the importance of establishing carefully - crafted written employment agreements for all non-union employees, implementing an effective probationary period, and administering redeployment policies where appropriate.
Manager of your Checkbook IRA LLC should have a separate written employment agreement that does include reasonable compensation
When types of written employment agreements are considered, individual written contracts of employment and collective agreements spring immediately to mind; however, there is a hybrid of those two which governs (or, more precisely, may govern) the employment relationships of many Canadians — the Employee Handbook or, as it is sometimes called, the Personnel Policy Manual
One of the questions we are commonly asked by non-unionized employers is whether they should use written employment agreements with their employees.
If you are an employer and you need to make changes to the terms of your employee's employment, or if you want to introduce written employment agreements with your staff, contact the professional, experienced and cost - effective employment lawyers for employers at Ottawa's Kelly Santini LLP would be happy to be of service to your business or organization.
Early New Year's Resolutions: Are You Using Written Employment Agreements With Your Canadian Employees?
if you want to use the 90 day trial system, you must have this in a written employment agreement that must be signed before the employee enters your premises to start work; and
In its decision released on June 21, 2012 in Bowes v. Goss Power Products Ltd., 2012 ONCA 425, the Ontario Court of Appeal confirmed that where an employer has agreed to continue paying salary to a dismissed employee for a fixed period in a written employment agreement, that is the obligation and it will be enforced.
The takeaway for employers is that it would have been beneficial for this employer to have used a written employment agreement with a fixed severance provision.
Olympus Canada offered Nadesan Krishnamoorthy, a former Carsen employee, employment under the terms of a written employment agreement which were substantially similar to Mr. Krishnamoorthy's employment contract with Carsen, with a few notable exceptions: a new termination clause and no recognition for previous service.
Lawyers should address with their clients items 1 and 2 and convince their clients that the savings which can be generated by a written employment agreement far outweigh the likely costs of negotiating and preparing the agreement.
The employee was hired for a 5 year term pursuant to a written employment agreement.
While the Court concluded that signing a written employment agreement the day after the employee commenced work did not render the agreement unenforceable, it found that the termination clause contained in the employment agreement improperly excluded the employee's minimum statutory entitlement to benefits continuation during the notice period.
The reality is that the savings which can be generated by a written employment agreement far outweigh the costs of negotiating and preparing the agreement.
Also, if the employee does not have a written employment agreement, that does not mean that there is not a contract.
In this case, Mr. North was employed pursuant to a written employment agreement.
The most compelling reason to enter into a written employment agreement is the same reason which causes most other agreements to be recorded in writing — to ensure that the parties are, in fact, in agreement and, most importantly, to attempt to avoid disagreements later as to the relevant terms, by recording them in writing.
It is interesting, however, that a relatively small percentage of those who are in positions senior to the unionized employees, or who work in a totally non-unionized environment, have written employment agreements.
You are becoming an employee and your employer will not be providing a written employment agreement.
Consider the case of John: had his employer used an employment lawyer and bought a written employment agreement it could have saved itself a ton of money.
Most employers know the value of having written employment agreements in place for their non-union or excluded employees, particularly when it comes to setting out obligations relating to termination.
In order to provide a greater level of certainty, federal employers should consider including language in their written employment agreements that limits the amount of notice and severance the employee is entitled to upon termination of employment, but ensuring that this language provides for at least the minimum amounts required by the Code.
Learning from Potter, employers should ensure their written employment agreements include clauses explicitly reserving the right to suspend as doing so will allow employers to avoid having to justify their implied right to suspend in each circumstance.
Without a written employment agreement in place, parties may rely on implied contractual terms.
Employers and workers are free to amend these rights with a written employment agreement; however, if that agreement is entered into after the employee starts work the employer must provide fresh «consideration» in exchange for the employee giving up their implied rights.
As such, if you have a written employment agreement that includes a termination provision, take this, along with your proposed severance offer, and meet with an employment lawyer.
If you have a written employment agreement it is possible that it contains language (often under the sub-heading of termination of employment) which sets out the full extent of your entitlements in the event that you are fired.
Other factors that can impact your severance entitlement are whether you have a written employment agreement, and whether your employer induced you to join their business in the first place.
A written employment agreement might well be unenforceable if an employer includes in it a material term that was not part of the original employment relationship, but Deeley had not done so in this case.
Any information given by the Law Office of Keith Magness prior to the execution of a written employment agreement is general in nature and does not constitute legal advice.
In answering the first question, the Court found that a written employment agreement is not unenforceable merely because the employee signs it after beginning to work.
As such, it is important to revisit any written employment agreements to ensure that they properly allow for this requirement.
In November 2005, Olympus Canada provided an offer of employment to Mr. Krishnamoorthy under the terms of a written employment agreement.
This requires providing notice of termination either in accordance with the terms of legislation, any written employment agreement, or on a common law standard.
Typically, it will not be an issue until the employer attempts to rely upon the written employment agreement that was signed after the parties had already agreed upon the terms of employment.
In 1976, the Broker became a vice president of the Brokerage and entered into a written employment agreement.
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