Hiring Mistakes 101
A recent case is a cautionary tale of what can happen if an employer rushes a hire.
In this case, a former colleague emailed Mr. Buaron about an IT position at Acuityads Inc. Mr. Buaron said he was interested and met with the employer’s COO that night and she verbally offered him a job on the spot. Two days later she confirmed the start date, salary, probationary period, when benefits would begin, and his vacation entitlement in an email. Mr. Buaron then resigned his employment. Shortly thereafter Acuityads Inc. sent him its standard employment contract with a termination clause that limited his rights on termination and Mr. Buaron signed it before he started work.
Mistakes made By the Employer
The employer did not attach its standard employment contract to the email which confirmed the terms of employment that were discussed at the interview. As a result, the court found that only the terms of employment set out in the email had been agreed upon.
The court concluded that once Mr. Buaron had resigned, he had no choice but to sign the standard employment agreement. Acuityads Inc. did not provide Mr. Buaron any new or additional consideration for signing this agreement which took away some of his rights including his right to receive reasonable notice of termination and the court concluded the contract was not enforceable.
Mr. Buaron, who was 34 years old, was terminated after 9 months’ employment. The court concluded he should have received 4 months’ notice of termination.
If the employer had not rushed and required Mr. Buaron to sign the standard employment contract before he resigned then it could have limited its liability to 1 weeks pay; resulting in savings of about $ 35 000.
Lessons to be Learned
- Make sure all prospective employees sign a comprehensive employment contract before the person resigns his employment elsewhere.
- If an employee signs a comprehensive employment contract before commencing employment it does not always mean the contract is legally enforceable.
- Do not provide a partial offer of employment to a prospective employee unless you are prepared to provide additional consideration to have him or her sign a more comprehensive employment contract.
For more than 25 years, Doug MacLeod of the MacLeod Law Firm has been advising employers on all aspects of the employment relationship. If you have any questions, you can contact him at 416 317-9894 or at [email protected]
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.
Doug’s Top 5 Employment Law Stories of 2022
Here are my top 5 employment law stories for 2022: 1. COVID 19 - Temporary Layoffs This issue remains my number one story because this issue impacts so many court cases. Some judges have concluded that a temporary layoff set out in the Infectious Disease Emergency...
Reducing Litigation Risk
In a recent case, Pohl v. Hudson’s Bay Company, 2022 ONSC 5230 (CanLII),an employer was ordered to pay a long service employee the equivalent of about 3 years pay and contribute about $ 35 000 to his legal fees. Although this was a without cause termination case, it...
Employment Law Update: Electronic Monitoring Policy
A new amendment to the Employment Standards Act requires employers with 25 or more employees on January 1st of a given year to put in place a written policy regarding any electronic monitoring processes they use to monitor employees. The deadline for 2022 is October...