What to Know about Reviewing Employment Contracts

As with any area of business where parties are engaged in dealings with each other, they have typically agreed or come to some sort of understanding of what terms and conditions their relationship will include. For instance, in a commercial tenancy agreement, the parties will have agreed to the specific location, monthly rental amount and the circumstances in which the rental agreement will come to an end. Similarly, in a purchase and sale agreement, the buyer and seller will have agreed to the specific description of the item, cost and payment arrangement. When reviewing employment contracts, the same considerations apply: the parties have agreed to the rights and responsibilities of both the employer and employee.

In general, agreements can be verbal or in writing. In fact, in most cases, the law does not require parties to enter into a written agreement (or contract), except in cases of purchasing real estate. While not required, it is generally advisable for parties to codify their agreement into a written contract, if for no other reason but to avoid any misunderstandings.

What is in an Employment Contract?

In reviewing employment contracts, the parties will likely have agreed to all important details that will establish and govern the employment relationship, including:

employee’s start date (commencement of employment)
compensation details (e.g., hourly wage rate or base salary, pension plan, health benefits insurance, bonus pay, commission, etc.)
job title (or role)
duties and responsibilities
termination of employment (resignation notice, termination for cause, termination without cause, etc.)

Employment Lawyers Review Employment Contracts

When starting a new job and asked to sign a new employment contract, or if you are asked to sign a new employment contract while already working for your employer, it is important to have an employment lawyer thoroughly review your employment contract to ensure your interests as an employee or employer are protected. For instance, an employment lawyer will review your employment contract to ensure:

the right and responsibilities to terminate employment with cause or without cause are fair and appropriate
the amount of notice of resignation by the employee is adequate
the details of compensation are correct and complete
the employment contract establishes where an employment dispute will be resolved (jurisdiction)
the job duties and responsibilities are accurate
other important terms and conditions of the employment contract are properly drafted, including temporary layoff or the ability of the company to make changes to an employee’s job title and responsibilities

Call an Employment Lawyer in Toronto

For an employee who believes they were wrongfully dismissed, it is important to speak with an experienced Toronto wrongful dismissal lawyer as soon as they are told by an employer that their employment will be terminated. If you are an employee who believes you have been wrongfully dismissed and the decision to terminate was unjust or discriminatory, please speak with our experienced wrongful dismissal lawyer in Toronto regarding your options, including negotiating your severance package to obtain the severance compensation you deserve, as well as wrongful dismissal claim.

Contact us by phone 647-822-5492 or fill out the contact form to the side. Our employment lawyer in Toronto would be happy to assist in your employment law matter as quickly as possible.

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