Considering that nearly 70% of Canada’s GDP consists of import and export revenue it’s no surprise that more and more Canadian companies are looking to expand internationally. Entering foreign markets can create opportunities for diversification, reduced vulnerability, higher profits, more sales, access to global demand and innovation.
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.
It’s never easy to terminate an employee but it is inevitably something most employers will be faced with at some point in time. To protect the business from litigation or financial damages it’s important for every employer to understand employee rights such as reasonable notice during the termination process.
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.
Last month, Minister Ng announced some exciting and very relevant additions to the CanExport program. The CanExport program offers government grants of up to $75,000 to small and mid-sized Canadian companies that take their business into new markets. With COVID-19, entering new jurisdictions has become much less accessible and businesses have had to look at new ways of reaching clients in international markets. The deadline for submitting an application for 2020/2021 funding is December 14, 2020
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