The decision to let go of employees is never easy and can result in significant financial costs if improperly executed. Unfortunately, this is a reality that many business owners have had to deal with in 2020 in order to keep the doors open. As an employer you may find yourself needing to layoff a large number of staff in a short period of time.
A plan is essential to ensure a business’s successful entrance into a new market or jurisdiction. Part of determining your exportation readiness is laying out the necessary steps it takes to get you there. There are many things to consider so use this checklist to help you develop your exportation strategy
Throughout 2020 many small and medium-sized companies have been faced with financial hardship, forcing them to explore options such as temporary layoffs, to ensure their business survives. In the event you find yourself in a similar position, this blog answers six of the most common questions we get about the Alberta laws on temporary layoffs and recent changes made in response to COVID-19 (excluding employment governed by collective agreements).
In the digital era, websites are making it increasingly simple for businesses to enter the e-commerce space in order to buy and sell their products and services online, even if the transaction doesn’t actually occur on the website. What a lot of businesses are failing to consider is how they can utilize e-commerce to simplify the process of exporting products to new markets.
It’s integral for every employer to understand constructive dismissal; especially if they are planning any major changes. Anytime a business retracts or moves to a new location, employees may be required to take on new responsibilities or move offices. When changes such as these occur, employers could be significantly altering the terms of employment for their employees which may result in an employee seeking damages for constructive dismissal.
When businesses decide to export products to foreign markets there is a lot to consider. Of these considerations, currency exchange risk is the most overlooked. Fluctuating currency rates affect everything from your production costs to consumer affordability and your profitability. A common misconception is that exchange rates are out of a business’s control, leading owners to do little (or nothing) to mitigate their risks. Here we’ll walk you through what it is actually costing you to ign
As an employer it should come as no surprise that you have obligations to your employees. These obligations include things like providing reasonable notice or severance pay upon termination and respecting your employees right to privacy. While you have your responsibilities, it’s important for you to understand that your employees also have obligations to their employers, which extend beyond the duties of their job. When an employee decides to resign they are obligated to provide their employe
Probationary periods are a great opportunity for companies to assess the suitability a new employee has for the position they were hired for. If you discover an employee is not suitable for their role you have the ability to terminate the employment before their probationary period ends.
Terminating an employee is a reality that most businesses will have to face at some point in time. Oftentimes, employees who have been terminated are entitled to reasonable notice or severance pay in lieu of notice. However, that isn’t always the case. When an employee is terminated with cause they are not entitled to either.
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.