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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

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.

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