{"id":13476,"date":"2018-09-24T20:10:30","date_gmt":"2018-09-24T20:10:30","guid":{"rendered":"http:\/\/chalatilegal.ca\/?page_id=13476"},"modified":"2021-09-15T21:12:39","modified_gmt":"2021-09-15T21:12:39","slug":"employment-contract","status":"publish","type":"page","link":"https:\/\/chalatilegal.ca\/en\/employment-contract\/","title":{"rendered":"Employment Contract"},"content":{"rendered":"

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Our full employment service for businesses.<\/span><\/h1>\n

[\/vc_column_text][vc_separator color=”custom” border_width=”4″ el_width=”10″ accent_color=”#45f0df”][vc_empty_space height=”50px”][\/vc_column][\/vc_row][vc_row full_width=”stretch_row_content”][vc_column width=”2\/6″ css=”.vc_custom_1523298315912{padding-right: 100px !important;background-color: #5f4f87 !important;}”][vc_column_text css=”.vc_custom_1537804962425{padding-top: 220px !important;padding-right: 40px !important;}”]<\/p>\n

6<\/span> Essentials of an Employment Contract<\/span>.\u00a0<\/span><\/h1>\n

The ultimate business safeguard<\/span>[\/vc_column_text][vc_separator color=”custom” align=”align_left” border_width=”4″ el_width=”30″ accent_color=”#45f0df” css=”.vc_custom_1524764236207{padding-bottom: 220px !important;}”][\/vc_column][vc_column width=”4\/6″][vc_row_inner css=”.vc_custom_1523298118777{padding-top: 20px !important;}”][vc_column_inner width=”1\/3″][vc_column_text css_animation=”slideInRight”]<\/p>\n

Position<\/span><\/h1>\n

\uf103<\/i><\/span><\/p>\n

What is the title of the employee’s position? What will be their duties? Where and when will they work?<\/p>\n

[\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/3″][vc_column_text css_animation=”slideInRight”]<\/p>\n

Terms & Length<\/span><\/h1>\n

\uf103<\/i><\/span><\/p>\n

\u00a0Will the employee be employed indefinitely, until termination, for one year?<\/p>\n

[\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/3″][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=”1\/3″][vc_column_text css_animation=”slideInRight”]<\/p>\n

Compensation<\/span><\/h1>\n

\uf103<\/i><\/span><\/p>\n

How will the employee be paid? Will the employee be paid in salary, per hour or by commission? How much will they receive for their work?<\/p>\n

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Benefits<\/span><\/h1>\n

\uf103<\/i><\/span><\/p>\n

What is the employee’s benefit package? How much vacation will they have? What about holidays and stock options?<\/p>\n

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Non-Disclosure & Non-Solicitation<\/span><\/h1>\n

\uf103<\/i><\/span><\/p>\n

The employee should be prohibited from sharing business trade secrets. Additionally, the contract should prohibit the employee from soliciting employees or clients of the employer.<\/p>\n

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Disputes & Termination<\/span><\/h1>\n

\uf103<\/i><\/span><\/p>\n

How will disputes be settled between the parties? What are the possible grounds of termination of employment?<\/p>\n

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Shop Our Packages.<\/span><\/h1>\n

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\n\u2713 PDF\/Word Employment Contract (Template)
\n\u2713 Up to 3 modifications
\n” plan_description=”+tax”][\/vc_column][vc_column width=”2\/6″][lab_pricing_table plan_price=”$1000.00″ title=”Employment Contract Package (Custom Built)” plan_features=”\u2713 Initial Consultation
\n\u2713 PDF\/Word Employment Contract (Custom Built)
\n\u2713 Up to 3 modifications” header_background_color=”#45f0df” header_text_color=”#ffffff” title_background_color=”#25ced1″ title_text_color=”#000000″ purchase_background_color=”#45f0df” purchase_text_color=”#ffffff” plan_description=”starting at “][\/vc_column][vc_column width=”1\/6″][vc_column_text css=”.vc_custom_1523299862719{background-color: #ffffff !important;}”][\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][vc_empty_space][vc_column_text]<\/p>\n

Who we help.<\/span><\/h1>\n

A handful of some of the industries we’ve worked with<\/p>\n

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Retail<\/p>\n

[\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/3″][vc_icon type=”linecons” icon_linecons=”vc_li vc_li-t-shirt” color=”custom” background_style=”boxed” background_color=”custom” size=”lg” align=”center” custom_color=”#ffffff” custom_background_color=”#5f4f87″][vc_column_text]<\/p>\n

Fashion & Design<\/p>\n

[\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/3″][vc_icon type=”material” color=”custom” background_style=”boxed” background_color=”custom” size=”lg” align=”center” custom_color=”#ffffff” custom_background_color=”#5f4f87″][vc_column_text]<\/p>\n

Food & Beverage<\/p>\n

[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner][vc_column_inner width=”1\/3″][vc_icon type=”material” icon_material=”vc-material vc-material-phonelink” color=”custom” background_style=”boxed” background_color=”custom” size=”lg” align=”center” custom_color=”#ffffff” custom_background_color=”#5f4f87″][vc_column_text]<\/p>\n

E-commerce<\/p>\n

[\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/3″][vc_icon type=”material” icon_material=”vc-material vc-material-money_off” color=”custom” background_style=”boxed” background_color=”custom” size=”lg” align=”center” custom_color=”#ffffff” custom_background_color=”#5f4f87″][vc_column_text]<\/p>\n

Not-for-Profit & Charities<\/p>\n

[\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/3″][vc_icon type=”material” icon_material=”vc-material vc-material-account_balance” color=”custom” background_style=”boxed” background_color=”custom” size=”lg” align=”center” custom_color=”#ffffff” custom_background_color=”#5f4f87″][vc_column_text]<\/p>\n

Real Estate<\/p>\n

[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_empty_space][\/vc_column][\/vc_row][vc_row full_width=”stretch_row_content” css=”.vc_custom_1523389709001{background-color: #45f0df !important;}”][vc_column width=”1\/4″][\/vc_column][vc_column width=”1\/2″][vc_column_text css=”.vc_custom_1523649430654{padding-top: 50px !important;}”]<\/p>\n

Ambitious business but small budget?<\/span><\/h1>\n

Discover our resources section. You’ll find videos, guides and contracts to guide you through the legal of your business.<\/span><\/h1>\n

Learn and copy the techniques we use for our clients and use them to protect your business.<\/span><\/h1>\n

[\/vc_column_text][vc_separator color=”custom” border_width=”4″ el_width=”10″ accent_color=”#5f4f87″][vc_btn title=”Learn More” style=”custom” custom_background=”#5f4f87″ custom_text=”#ffffff” shape=”square” align=”center” link=”url:http%3A%2F%2Fchalatilegal.ca%2Fen%2Fknowledge-base%2F|||” css=”.vc_custom_1534865041566{padding-bottom: 50px !important;}”][\/vc_column][vc_column width=”1\/4″][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text css=”.vc_custom_1523302936027{padding-top: 50px !important;}”]<\/p>\n

Frequently Asked Questions.<\/span><\/h1>\n

Find As to your Qs<\/p>\n

[\/vc_column_text][vc_separator color=”custom” border_width=”4″ el_width=”10″ accent_color=”#45f0df” css=”.vc_custom_1523649049598{padding-bottom: 32px !important;}”][\/vc_column][\/vc_row][vc_row full_width=”stretch_row_content” css=”.vc_custom_1523382416223{padding-right: 42px !important;padding-left: 42px !important;}”][vc_column][vc_tta_accordion style=”modern” shape=”square” active_section=”100″ collapsible_all=”true”][vc_tta_section title=”What is the difference between an employee and an independent contractor?” tab_id=”1528908781017-fa7f07b8-8ea7″][vc_column_text]In Quebec, in order to determine if you are dealing with an employee or an independent contractor, it is important to assess the degree of subordination between the parties.<\/p>\n

A worker is considered an\u00a0independent contractor<\/strong> when there is no degree of subordination between them and their client. Additionally, the\u00a0independent contractor<\/strong> will have full control over the way the work will be executed. For more information on independent contractors, please visit our independent contractor<\/a> page.<\/p>\n

In comparison, a worker is considered an\u00a0employee\u00a0<\/strong>if, under a written or oral contract, they undertake to conduct work for a certain compensation under the orders and control of their employer.<\/p>\n

Ultimately, there are a few criteria that can be used to establish if you are dealing with an employee or independent contractor:<\/p>\n

    \n
  1. Specific result of the work<\/li>\n
  2. Financial or economic criterion<\/li>\n
  3. Subordination in execution of work<\/li>\n
  4. Ownership of tools<\/li>\n
  5. Integration of tasks<\/li>\n
  6. Control over performance of work<\/li>\n<\/ol>\n

    [\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Is an oral employment agreement sufficient?” tab_id=”1523388080578-6ed954ef-bc4f”][vc_column_text]No, we do not recommend an oral employment agreement. The main problem with oral employment agreements is that they are difficult to prove. In the event of a dispute during or after termination of the employment, the court will have to hear evidence from both parties regarding the terms of the employment, among many other elements. Proving these elements will be an arduous task if no written contract exists between the parties establishing the terms of the employment.<\/p>\n

    For more information on why written employment agreements are essential for a business that is looking to hire an employment, please read on blog post on the topic, here<\/a>.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”What types of clauses are there in an employment agreement? ” tab_id=”1523388117677-c8dba870-c2af”][vc_column_text]The types of clauses that you will normally find in an employment agreement will cover, namely:<\/p>\n

      \n
    1. Job Position:<\/strong> The agreement will clearly indicate the title of the position along with the tasks and responsibilities of the employee.<\/li>\n
    2. Term of employment:<\/strong> The employment agreement should clearly indicate the length of the employment. Is it a temporary employment of one year, indefinite, until termination?<\/li>\n
    3. Compensation:<\/strong> The employment contract should state how the employee will be compensated. Will they receive a salary, commission or be paid per hour? The agreement should also state when the employee can expect to be paid.<\/li>\n
    4. Benefits:<\/strong> The employment agreement should establish the benefit package and what is included in that package. It should also cover elements related to holidays, vacations and stock options, if any.<\/li>\n
    5. Non-Disclosure:<\/strong> The employment agreement should prohibit the employee from sharing business trade secrets and confidential proprietary information to any third-party without the written consent of the employer.<\/li>\n
    6. Non-Solicitation:<\/strong> The employment agreement should prohibit the employee from solicit employees or client of the employee during or after the employment is terminated.<\/li>\n
    7. Non-Competition:<\/strong> In some case, the employment contract should state that the employee is prohibited from working for a competitor that is within a certain radius of the employer.<\/li>\n
    8. Disputes:<\/strong> The agreement should establish how disputes will be resolved (ex. arbitration, mediation, court…etc.)<\/li>\n
    9. Termination:<\/strong> The employment contract should establish the possible grounds of termination.<\/li>\n<\/ol>\n

      [\/vc_column_text][\/vc_tta_section][vc_tta_section title=”What is the difference between an Employment Agreement and an Independent Contractor Agreement?” tab_id=”1523388135649-279e82db-67db”][vc_column_text]Service Agreements are used to hire independent contractors<\/a> or service providers, not employees. Additionally, a service contract will be limited to a specific project for a short time period. Whereas, an employment agreement is used to hire employees.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”What is considered “notice“ in an employment agreement?” tab_id=”1528908283338-377e8be0-3122″][vc_column_text]The term\u00a0notice<\/strong> in an employment contract refers to a time the employer has to warn the employee of the termination of employment. In Quebec, this time period is established based on the amount of time the employee has been working for the employer.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”What is the difference between a non-solicitation clause and a non-competition clause?” tab_id=”1523388152433-2591f92e-10dc”][vc_column_text]A non-solicitation clause prevents the employee from soliciting other employees of the employer or clients of the employee from changing companies or leaving the employer. This clause is mostly used to prevent the employee from taking the clients of the employer to another company after termination of the employment.<\/p>\n

      In comparison, a non-competition clause is used to prevent the employee from unfairly competing with the employer after the employment is terminated. In this case, the employee will be prohibited from working in the same industry within a certain radius of the employer for a certain period of time.<\/p>\n

      It is important to note however that the courts can struck down a non-competition or non-solicitation clause if it is too broad, abusive, causes hardship to the employee or is unreasonable in terms of time and area.[\/vc_column_text][\/vc_tta_section][\/vc_tta_accordion][vc_empty_space][\/vc_column][\/vc_row][vc_row][vc_column][vc_column_text]<\/p>\n

      Ready to go?<\/span><\/h1>\n

      Request a consultation via the form below<\/p>\n

      [\/vc_column_text][vc_separator color=”custom” border_width=”4″ el_width=”10″ accent_color=”#45f0df”][lab_contact_form name_title=”Name.” email_title=”Email.” message_title=”Message.” show_subject_field=”yes” subject_title=”Phone.” submit_success=”Thank you, message sent!” alert_errors=””][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"

      [vc_row full_width=”stretch_row_content_no_spaces”][vc_column][layerslider_vc id=”15″][\/vc_column][\/vc_row][vc_row][vc_column][vc_empty_space height=”50px”][vc_column_text] Our full employment service for businesses. [\/vc_column_text][vc_separator color=”custom” border_width=”4″ el_width=”10″ accent_color=”#45f0df”][vc_empty_space height=”50px”][\/vc_column][\/vc_row][vc_row full_width=”stretch_row_content”][vc_column width=”2\/6″ css=”.vc_custom_1523298315912{padding-right: 100px !important;background-color: #5f4f87 !important;}”][vc_column_text css=”.vc_custom_1537804962425{padding-top: 220px !important;padding-right: 40px !important;}”] 6 Essentials of an Employment Contract.\u00a0 The ultimate business safeguard[\/vc_column_text][vc_separator color=”custom” align=”align_left” border_width=”4″ el_width=”30″ accent_color=”#45f0df” css=”.vc_custom_1524764236207{padding-bottom: 220px !important;}”][\/vc_column][vc_column width=”4\/6″][vc_row_inner css=”.vc_custom_1523298118777{padding-top: 20px !important;}”][vc_column_inner width=”1\/3″][vc_column_text css_animation=”slideInRight”] Position \uf103 What…<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"class_list":["post-13476","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/chalatilegal.ca\/en\/wp-json\/wp\/v2\/pages\/13476","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/chalatilegal.ca\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/chalatilegal.ca\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/chalatilegal.ca\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/chalatilegal.ca\/en\/wp-json\/wp\/v2\/comments?post=13476"}],"version-history":[{"count":24,"href":"https:\/\/chalatilegal.ca\/en\/wp-json\/wp\/v2\/pages\/13476\/revisions"}],"predecessor-version":[{"id":14553,"href":"https:\/\/chalatilegal.ca\/en\/wp-json\/wp\/v2\/pages\/13476\/revisions\/14553"}],"wp:attachment":[{"href":"https:\/\/chalatilegal.ca\/en\/wp-json\/wp\/v2\/media?parent=13476"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}