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Employers have a duty to investigate all allegations of harassment and discrimination involving their employees and workplace. Conducting investigations can be tricky.  In addition to finding a way to conduct them without infringing on the rights of the employee under investigation it is also your responsibility to ensure the employee is not treated with unfair prejudice as investigation flaws may result in substantial liability against you; the employer.

Classifying your employees and contractors is crucial to your bottom line. Employees are protected under the Employment Standards Code and contractors operate separately meaning they are not protected in the same way. As an employer, you are responsible for each person you employ making it imperative for you to understand the rights of each member on your team. This article will help you understand how and why it’s important to classify each person you hire.

The relationship between an employer and an employee is an important one. Creating a strong employer-employee relationship that protects everyone involved starts with defining the duties and obligations of both parties. Employment law governs these relationships with contracts and legislation, such as Alberta’s main statute, the Employment Standards Code, which sets the minimum standards employees are entitled to.

Individuals come and go, and especially in our current business environment, businesses can expand and shrink fast. It is important for employers to know their legal entitlements, with regard to the circumstances where employees can be terminated, and what obligations arise out of such terminations. In Alberta, there are essentially five ways for an employee’s employment to be lawfully terminated.

A non-competition, non-solicitation and non-circumvention agreement is a type of contract that provides restrictions on employees, contractors, or shareholders actions relating to competition. These three clauses serve as a mechanism to safeguard the employer’s business interests. Furthermore, the restrictive clauses may vary in scope and length of enforcement, and can occur in employment, shareholders or contractor agreements. Nevertheless, it is vital to understand the mechanics of each of t

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