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 cannot enter into contracts based on these minimum standards, which are contained in the following legislation: an employment contract must not violate the legal minimum standards for minimum wage, payment date, maximum working time and overtime pay contained in the provincial and territorial laws mentioned below. 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. In the area of labour law, the federal government is responsible only for certain factories and enterprises subject exclusively to the Federal Constitution, including shipping, railways and banks. That is why the vast majority of labour relations are governed by the laws of the province in which they are located. As an entrepreneur, one of the best tools in your toolbox to deal with employees is a simple sheet of paper: a written employment contract. The relationship between the employer and the worker is contractual, even if no written document has been signed, and a written employment contract will create some security on the terms of the employer-employee relationship, and employers and workers will be protected in the event of an employment dispute. At the end, you receive it in Word and PDF formats. You can change it and reuse it. Your document is ready! You get it in Word and PDF formats. You can change it.
This document also contains a confidentiality clause and allows for other restrictive arrangements to protect the legitimate property interests of the employer and describes the scope of information considered confidential, the duration of the restrictions and the geographical area covered by the restrictions so that restrictive agreements can be implemented. These clauses restrict the right of a former employee to compete with his former employer and to disclose confidential information learned during the course of the work. The model does not contain specific requirements that can be found in some legal systems, so you should enter into the contract with a lawyer to ensure that it is firm and compliant with the regulations in your area. If you have questions about how to adjust the model or just want to check it with someone, contact CFIB advisors! You can guide yourself in the process of adapting the model to your needs. We recommend using a written contract to form the basis of any hiring decision, and our advisors have developed a simple model for you! A contract is also crucial to reduce the chances of costly termination that can be dangerous for your business.