Employment Contracts and Offer Letters | Can you do better?
Employment Contracts and Offer Letters | Can you do better?
Reviewing employment contracts and offer letters carefully is always a good idea. Having your lawyer review them for you is an even better idea. Here’s why:
Increasingly, employers are asking new hires to sign employment contracts. These employment contracts are prepared by lawyers hired to protect the employer’s interests.
There is no such thing as a “standard” employment contract. Many employers try to include the same terms of employment in every contract, however, some of the clauses are often negotiable.
We have reviewed hundreds of employment contracts over the years. Some are fair; some are not. Lawyers at the MacLeod Law Firm can tell you which clauses in the contract are not fair in your circumstances and why.
If you wish, we can negotiate changes in the initial job offer on your behalf.
At the MacLeod Law Firm, we view every employee as a person first and recognize that every negotiation is different. Regardless of the situation, we consider these three issues:
- The employee’s alternatives to accepting the job offer. These alternatives determine the person’s negotiating power. Does the person currently have a job? If not, does the employee have other job offers? In some cases, employees will turn down an offer and remain in their current job once they understand the terms of the offer. In other cases, employees use competing offers to improve an initial job offer.
- Which issues may be negotiable. We have helped scores of employees negotiate enhanced job offers. This experience helps us identify which issues are likely open for discussion in any particular situation.
- The employee’s obligations to his/her current employer. Unless there is a notice of resignation term in the employee’s current employment contract, the employee is generally required to provide reasonable notice of resignation. The employee may also have fiduciary or contractual duties which preclude them from soliciting customers for a reasonable period of time after resigning, among other such restrictions.
If you have been offered employment and asked to sign an employment contract, and you want to speak with an employment lawyer with experience in this area, contact us at [email protected] or 1-888-640-1728 (toll free) or 647-633-9894 (within the GTA).
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
A layoff during the Covid-19 pandemic is still a constructive dismissal
The courts recently confirmed that layoffs remain a constructive dismissal even in the context of the Covid-19 pandemic.
Human Rights For Unionized Employees
Despite the many areas that limit unionized employees’ rights, these employees are able to bring human rights claims.
Federal Terminated Employees Can Prove Contract is Unenforceable
Terminated employees who worked for federal employers may be entitled to more termination pay.