If you’re looking for the best Employment Contracts services in Canada, you’ve come to the right place. We’ll talk about Employers, Minimum Terms and Entitlements, Non-competition clauses, and Combined parental and pregnancy Employment Contracts. In addition, we’ll touch on Minimum Terms and Entitlements, Employer’s duties and responsibilities, and other important issues that will impact your employment.
Employers
Making direct hires in Canada can be painstaking from a legal and administrative standpoint. Many organizations assume the hiring process is simple and quick, but quickly discover that labor legislation can create a whole new set of challenges. Employers of employment contracts services in Canada can ease the burden and stress involved in hiring and retaining qualified employees. The following are a few reasons why Canadian employers should consider a professional employment contract service.
Canadian law requires written employment contracts to spell out the terms of an employee’s employment relationship. The Employment Standards Act stipulates the minimum standards an employer must adhere to. Obtaining legal advice is highly recommended. Below is a list of best practices for drafting a new contract. We recommend you consult with an attorney to ensure your document is legally Employment Litigation. Also, keep in mind that Canadian law is bi-lingual, and employment contracts are generally written in English.
Minimum terms and entitlements
As the employer, it is your responsibility to protect your employees’ rights under minimum terms and conditions of employment. In Canada, employment contracts are generally legal documents between two or more parties. The terms of such contracts are governed by the minimum employment standards act, as well as provincial occupational health and safety law. In addition, employment contracts must comply with human rights legislation. Finally, give employees enough time to review their contract and seek independent legal advice.
Minimum standards for termination of employment are determined by provincial laws and vary across Canada. Any terms that do not meet the minimum standards are null and void. However, employers should note that employment contracts must be compliant with applicable human rights legislation. These laws may include workers’ compensation, occupational health and safety, accessibility and pay equity legislation. As such, employers should ensure that their employment contracts contain the minimum standards of termination in order to avoid potential legal disputes.
Non-competition clauses
Ontario recently passed legislation banning non-competition clauses in employment contracts. The new legislation follows the lead of California, which has already banned such clauses. However, employers can still use strong-arm tactics to prevent their employees from taking jobs elsewhere. These tactics may include sending chilling cease and desist letters and filing frivolous lawsuits. In these cases, lawyers should be consulted.
Courts in Canada generally consider non-competition clauses to be unenforceable and will only enforce them in exceptional circumstances. To qualify as enforceable, a non-competition clause must be reasonable in its scope, geographical application, time and activities. The objective of the courts is to protect public interests and keep people employed. Therefore, employers should carefully consider non-competition clauses before signing them.
Combined pregnancy and parental leave
In addition to providing a combined pregnancy and parental leave benefit for employees, employers must continue to provide certain benefits, such as group life insurance and pensions. Employees are still expected to pay a portion of their monthly benefit contributions to preserve their benefits. In some cases, employees can choose to end their parental leave early, as long as they give their employer at least two weeks’ notice. In addition, employees continue to receive their seniority and service credit while on leave.
Employers can opt to offer a customised plan for their employees, such as a paid leave package for a parent who wants to take some time off to bond with their baby. In Nova Scotia, the combined leave can last for up to 52 weeks if the employee hasn’t taken time to conceive. Moreover, many employers offer a paid maternity leave package that covers the entire period of the parental leave.
Workers’ compensation coverage
Employers in Canada are legally required to purchase workers’ compensation coverage for their employees. While the legislation varies from one province to another, most provinces require employers to purchase coverage directly from the state government. The Workers’ Compensation Board, also known as the Workplace Safety and Insurance Board, administers adjudication for employers in Canada. The amount of coverage required depends on the nature of your business. If you only hire workers for six to ten days a year, you may want to opt for this plan.
If you are an individual operator or business director, you are not covered by the WCB. Nevertheless, you can opt to purchase personal coverage from the WCB. In Quebec, employers with more than one employee must register with the WCB, which mandates that they purchase workers’ compensation coverage. In Saskatchewan, employers with less than two employees must purchase personal coverage. Workers are legally required to carry workers’ compensation coverage in Alberta and Manitoba
