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Employment contract

Home / Uncategorized / Employment contract

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  • About Contract

  • MD Legals has its own corporate lawyer who will prepare the Employment contract. We have made it very simple and easy. All you need to do is, filling out this step by step form, pay and submit. Our specialist will review your submitted information, will contact you if anything is missing.
  • e.g. Flex time with a minimum of 15 hours and a maximum of 20 hours per week.
  • Employment Location
  •  Built for Alberta
    Different provinces have different rules and regulations. Your Employment contract will be customized for Alberta
  •  Built for British Columbia
    Different provinces have different rules and regulations. Your Employment contract will be customized for British Columbia.
  •  Built for Manitoba
    Different provinces have different rules and regulations. Your Employment contract will be customized for Manitoba
  •  Built for New Brunswick
    Different provinces have different rules and regulations. Your Employment contract will be customized for New Brunswick.
  •  Built for Newfoundland and Labrador
    Different provinces have different rules and regulations. Your Employment contract will be customized for Newfoundland and Labrador.
  •  Built for the Northwest Territories
    Different provinces/territories have different rules and regulations. Your Employment contract will be customized for the Northwest Territories.
  •  Built for Nova Scotia
    Different provinces have different rules and regulations. Your Employment contract will be customized for Nova Scotia.
  •  Built for Nunavut
    Different provinces/territories have different rules and regulations. Your Employment contract will be customized for Nunavut.
  •  Built for Ontario
    Different provinces have different rules and regulations. Your Employment contract will be customized for Ontario.
  •  Built for Prince Edward Island
    Different provinces have different rules and regulations. Your Employment contract will be customized for Prince Edward Island.
  •  Built for Quebec
    Different provinces have different rules and regulations. Your Employment contract will be customized for Quebec.
  •  Built for Saskatchewan
    Different provinces have different rules and regulations. Your Purchase of Business Agreement will be customized for Saskatchewan.
  •  Built for the Yukon Territory
    Different provinces/territories have different rules and regulations. Your Employment contract will be customized for the Yukon Territory.
  • Employer Details

  • Who is the employer?
  • Employee Details

  • Job Details

  • Date Format: MM slash DD slash YYYY
  • Date Format: MM slash DD slash YYYY
  • Work Location
  • General Guidelines

  • Do I need to list every potential work location?
    No, you only need to list the locations the employee is expected to travel to regularly.
  • Job Details

  • Work Hours
  • Position
  • Probationary Period
  • General Guidelines

  • Can the employee's job duties change later?
    -Yes, the employee’s duties and responsibilities may change over time as they show strengths and weaknesses and gain work experience with the employer.
    -You may wish to periodically update the contract to reflect any changes to the employee’s duties, such as during annual performance reviews.
  • What is a probation period?
    A probation period is a set time, usually one to three months, when an employee is under direct supervision. The employee can be let go at any time during probation without cause. At the end of the probation period, the employee's performance is reviewed and if they pass their review, they continue employment as a regular employee.
  • Compensation

  • Pay Period
  • Vacation
  • General Guidelines

  • How should I write the commission formula?
    A commission is usually written as a percentage of total units, sales, or profits (e.g. 5% of gross profits from wholesale orders). Provide all the details of the commission formula calculation, including the currency where appropriate.
  • How much vacation time is an employer required to give each year?
    Two weeks' vacation is the standard and popular choice for the majority of provinces. You should check with your province's or territory's labour laws to ensure you are meeting the minimum required vacation period.
  • Restrictive Clauses

  • The employee cannot solicit the employer's business, customers, or employees during this period.
  • After termination, the employee cannot solicit the employer's business, customers, or employees during this period.
  • General Guidelines

  • Why is it important that the restrictions are reasonable?
    -If your restriction is broader or longer than the court feels is reasonable, a judge may remove the clause from the contract or, in some jurisdictions, may reduce the clause to be reasonable.
    -However, you should not rely on a judge to rewrite your clause. You should ensure that your restriction is reasonable.
  • Confidentiality clause
    Restrict former employee from communicating any of the employer's confidential information gained during employment.
  • Non-solicitation clause
    Restrict former employee from recruiting any of the employer's current employees or contractors.
  • Non-compete clause
    Restrict former employee from unfairly competing against employer.
  • Termination Notice

  • General Guidelines

  • How much notice should the employer give?
    Generally, the longer an employee has worked for an employer, the longer the required notice period. Most customers choose one or two weeks’ notice but the notice period must be greater than any minimum statutory requirements in your province.
  • What is "notice"?
    A notice period is the length of time a party is notified of an action before it takes place. For example, an employer giving a two-week termination notice means the employee will be notified of the decision two weeks before the employment relationship ends.
  • Is there a statutory minimum with a fixed term contract?
    In most provinces, the employment/labour standards allow for no notice of termination for fixed term contracts where the employee has been hired for a specific term or task of 12 months or less, unless the employer is ending the contract before its fixed term. Statutory notice will be required if the employee works beyond the date specified in the fixed term contract or the fixed term is for longer than 12 months or the employee is employed on a succession of fixed term contracts.
  • What is the statutory minimum notice of termination?
    The statutory minimum notice of termination in Alberta is:
    • 1 week after 3 months
    • 2 weeks after 2 years
    • 4 weeks after 4 years
    • 5 weeks after 6 years
    • 6 weeks after 8 years
    • 8 weeks after 10 years
  • Does the employer have to give notice if there is sufficient cause to terminate?
    -In most jurisdictions, if there is sufficient cause, the employer may terminate the employee without providing notice or pay in lieu of notice. However, the employer must ensure that the reason for termination is properly communicated at the time of dismissal.
    -Some examples of sufficient cause are dishonesty, disloyalty, insubordination, lateness/absenteeism, disruption of business of affairs, alcohol or drug use, incompetence, neglect of duty, criminal or immoral conduct, and sexual harassment. Note that the employer may ultimately have to prove to a court that there was sufficient cause for termination.
  • Additional Clauses

  • General Guidelines

  • How should I write my clause?
    You should write your clauses using The Employer and The Employee to describe the parties involved in the contract. Avoid abbreviations and try to write one paragraph per clause.
  • Signing Details

  • Date Format: MM slash DD slash YYYY
  • Price: $ 299.00 CAD
  • General Guidelines

  • What if I don't know the signing date?
    If you are not sure when the Employment Contract will be signed, you can select Unsure. This will put a blank line in the document where you can write in the date when you are ready to sign.
  • Final Review

  • {all_fields}
  • Telephones

  • Toronto: 647 948 8373
    Edmonton: 780 851 2828
    Vancouver: 604 449 1691
    Quebec: 438 558 2878
    Winnipeg: 204 202 8373
    Other (Toll Free): 1 888 343 4086

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  • About MD Legals
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    Email: info@mdlegals.ca
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  • Our Locations

  • Toronto: 200-55 Village Centre Pl, Mississauga, L4Z 1V9
    Edmonton: 16143 142 St NW, Edmonton, T6V 0M7
    Vancouver: 1248-13351 Commerce Pkwy, V6V 2X7
    Quebec: 710-5455 De Gaspe Ave Montreal, H2T 3B3
    Winnipeg: 201 Portage Ave, Suite 1800, R3B 3K6
    Regina: 2010 11th Ave, 7th Floor, Regina, S4P 0J3

  • Copyright 2022 © MD Legals®. All rights reserved. MD Legals® is NOT a law firm. The material provided on the website is for general information purposes only. It is not intended to provide legal advice or opinions of any kind. Your use of this site is subject to our Terms of Use, Disclaimer and Privacy Policy.