An employment contract must not violate the legal minimum standards applicable to the minimum wage, time of payment, maximum working time and overtime pay contained in the following provincial and territorial laws. There are also minimum legal standards for dismissal. If a clause does not violate the minimum legal standard of termination, a court may replace the clause with a longer notice period, an issue that is dealt with in that document by referring to the statutory minimum requirements. An employment contract can clearly indicate what you expect from your new employee. This often reduces confusion or stops the performance of redundant tasks. Most customers need to know what should be included in a staff agreement. An Alberta lawyer helps you develop a specific employment contract for your business. Below is a brief overview of the pros and cons of these agreements in Alberta. This is not designed as legal advice, especially since there are many factors that can affect what will be the best decision for your unique business. For a personalized consultation, you should contact an experienced lawyer from Alberta.
The Alberta government and the CRA also have some good information on the decision whether someone you want to work for you is a contractor or an employee. In both cases, a formal contract is essential. All Canadian provinces have passed legislation that sets minimum standards that govern basic employment conditions, including minimum wage, leave and leave pay, hours of work, hours of absence, notice periods and, in some jurisdictions, severance pay. Employers and workers should not resign themselves to these minimum standards, which are contained in the following laws: To protect your business from such risks, it is always best to consult an employment lawyer in Alberta. Ask them about the development and/or negotiation of staff contracts. If you hire a new employee, you are faced with the decision whether or not to sign an employment contract. This agreement or the employment contract would describe the employer-employee relationship that will be concluded between the two of you. Keep in mind that a job offer is a contract if accepted. Kahane Law Office in Calgary, Alberta is a law firm with a committed employment contract team. Call 403-225-8810 for help now. Employment contracts often have confidentiality clauses, which means that all information in the company must remain private and is the property of employers.
Employees are prohibited from sharing this information during and for a period after employment. If there is no written employment contract or if it is poorly written or poorly executed, there will often be a dispute that will have to be settled in court. Courts generally use the common law system to resolve cases. Judges rely primarily on previous jurisprudence that can be unpredictable and therefore risky for employers. Therefore, it is preferable to implement an employment contract that clearly expresses the expectations, rights and responsibilities of all parties. Lawyers at the law firm Kahane can help you with their legal requirements. GET IN TOUCH. We can be contacted at 403-225-8810 local in Calgary, Alberta or toll-free at 1-877-225-8817 or email us directly here. The employee and the employer must sign the employment contract to prove that the terms have been read and understood as part of the agreement. If you have many different legal relationships, you are expected to sign a contract. For example, you sign a contract that promises to pay your phone bill, you sign contracts with business partners and you sign a contract with your landlord in the form of a rental agreement.
As in these documents, an employment agreement allows the employer and the worker to outline and recognize what each party can expect from this professional relationship.