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?
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]
In the recent decision of Andros v Colliers Macaulay Nicolls Inc., the Ontario Court of Appeal (“OCA”) found yet another termination clause to be unenforceable. In this decision, the OCA reaffirmed and clarified various principles surrounding the enforceability of such clauses.
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