Employment laws and regulations can be complex and vary depending on the jurisdiction. Lawyers who specialize in reviewing and drafting employment contracts can ensure that the contract adheres to all relevant local, state, and federal employment laws, avoiding potential legal issues in the future.

Ambiguous or poorly written contract terms can lead to misunderstandings, disputes, and potential lawsuits. When lawyers specialize in reviewing and drafting contracts, they can help draft precise and clear contract language, reducing the risk of misunderstandings between Alberta employers and their employees.

Employee contracts often include confidentiality, non-compete, non-solicitation, and intellectual property clauses to protect the company’s sensitive information and assets. A lawyer can help ensure these provisions are appropriately drafted to safeguard the employer’s interests.

Each business and industry may have specific requirements and considerations. A knowledgeable lawyer can tailor the employee contracts to address the unique needs and concerns of the employer.

A well-drafted employment contract can help limit an employer’s liability in case of disputes or termination of employment. It can outline the terms and conditions of employment, including grounds for termination, notice periods, severance pay, and other essential details.

Employment laws are subject to change over time. A contract lawyer can help the employer stay up-to-date with any legal changes that may affect their employer employee relationship and employment contracts, ensuring compliance at all times.

Clear and fair employee contracts can contribute to positive employee relations. When employees understand their rights and responsibilities, they are more likely to feel valued and respected by the employer.

Including arbitration clauses in employment contracts can be beneficial for resolving potential disputes outside of court. A lawyer can help structure such clauses to be fair and effective.

The new employment agreement should include a job description that provides a detailed and accurate account of the specific duties, responsibilities, and expectations associated with the position. The compensation section should outline not only the base salary but also any additional forms of compensation such as bonuses, commissions, profit sharing, or stock options. It should also include details about how salary increases or adjustments will be determined and when they may occur.

The employment agreement should specify the standard working hours, including start and end times, lunch breaks, and rest periods in accordance with Alberta’s employment standards. It should also outline the process for requesting overtime by the employee and compensation for overtime work, including the rate of pay for overtime hours and any requirements for obtaining approval prior to working overtime.

If you want to include a probationary period, it should be clearly defined in the contract, including its duration and any specific conditions that apply during this period. It is essential to understand the rights and responsibilities of both the employer and the employee during the probationary period, including any performance evaluations, training requirements, or possibilities for extending the probationary period.

The contract should specify any additional benefits and perks that are part of the employment package. This may include health insurance coverage, dental and vision benefits, disability insurance, retirement plans, vacation and paid time off entitlements, professional development opportunities, flexible work arrangements, and any other fringe benefits that you provide the employee.

A well-crafted termination clause is crucial for protecting the rights of both the employer and the employee. It should clearly outline the conditions and procedures for ending the employment relationship, including notice periods required for termination, severance or termination pay entitlements, any post-termination obligations, and restrictions such as non-solicitation or non-disparagement clauses.

If relevant to the nature of the job, the contract should clearly define any confidentiality, non-solicitation, and non-compete clauses. Confidentiality clauses protect your business’s confidential information, trade secrets, and intellectual property. Non-solicitation clauses prohibit actively pursuing fellow employees, customers, or suppliers. In contrast, non-compete clauses restrict the employee from engaging in certain activities that may compete with your business interests for a specified period of time and within a defined geographical area.

It is important for the contract to include provisions for resolving disputes that may arise during the employment relationship. This can involve specifying the preferred methods of dispute resolution, such as mediation or arbitration, to avoid costly and time-consuming litigation. Clear procedures for filing complaints, conducting investigations, and seeking resolution should be outlined in the contract.

The contract should explicitly state that it is governed by Alberta law. This helps establish the legal framework within which the employment relationship operates, including the application of employment standards, statutory entitlements of employees, and other relevant laws and regulations. It ensures that the rights and obligations of both parties align with the applicable provincial employment legislation.