Employment Contract – Have You Updated Yours Lately? – Fall Seminar
Employment Contract – Have You Updated Yours Lately?
Updating Your Employment Contract
We at MacLeod Law Firm believe a well-crafted written employment contract is the best return on your employment law investment.
A written offer of employment that is signed back by the employee is a form of employment contract.
To maximize your return on this investment, we suggest that an employer regularly review and update its employment contract.
Reasons to Update Your Employment Contract
Change in Employment Laws
Changes in employment laws may require changes to your standard contract.
For example, did you know that a contract which states an employee must use or lose his/her vacation pay is contrary to the Employment Standards Act?
Court cases
Recent court cases which interpret contract clauses may necessitate an amendment to your employment contract.
For example, did you know the Ontario Court of Appeal recently concluded that an employee could collect termination pay and salary from a new employer for the same period of time in a case where the termination clause in an employment contract did not provide otherwise?
New Employee Activities that Need to Be Managed
New types of employee activities, like the use of social media in the workplace, may result in the need to add or edit a clause in your standard employment contract.
For example, did you know that studies indicate that employees spend almost two hours of the workday using social media?
Our Employment Contract Seminar
Macleod Law Firm is hosting a complimentary one hour breakfast seminar to discuss employment contracts. We call it the Employment Contract Tune-up.
Our Toronto seminar will be held at 9:00am on Thursday, October 18th in Suite 5700 of the 1st Canadian Place. Our Barrie seminar will be held at 9:00am on Tuesday, October 16th in the Muskoka Room of the SuiteWorks Business Centre, 92 Caplan Avenue.
To register for this seminar either visit our website or email us your name, company and preferred date at [email protected]
If you have any employment law questions, please call us at 1–888-640-1728 or email us at [email protected]. You can follow us on twitter or subscribe to our employment law blog
The material and information in this blog and this website are for general information only. They should not be relied on as legal advice or opinion. The authors make no claims, promises, or guarantees about the accuracy, completeness, or adequacy of any information referred to in this blog or its links. No person should act or refrain from acting in reliance on any information found on this website or blog. Readers should obtain appropriate professional advice from a lawyer duly licensed in the relevant jurisdiction. These materials do not create a lawyer-client relationship between you and any of the authors or the MacLeod Law Firm.
Recent Posts
Restaurant Owner Ordered to Pay over $ 40 000 for Refusing to Refer to an Employee as They/Them
An employer cannot discriminate on the basis of gender identity. An employer is required to refer to an employee using the pronoun of the employee’s choice. Refusal to do so is a violation of the Ontario Human Rights Code (the “Code”). An employee can file a no cost,...
Working for Workers Act, 2021: New Obligations Imposed on Employers
New obligations are being imposed on employers as a result of the Bill 27, or the Working for Workers Act, 2021. Three new obligations that will be imposed on employers: 1. Employers who employ 25 or more employees will be required to have a written policy with...
Have reasonable notice periods increased during the COVID pandemic?
I will tell anyone who asks - and many people who don’t ask - that every employer should require every employee to sign an employment contract with an enforceable termination clause. More and more employers are doing so, however there are still many employees who have...