This document summarizes topics that will be covered in an employment law presentation, including:
- Duties owed by employers and employees under the Civil Code of Quebec (CCQ) such as the duty of loyalty and discretion.
- Basic rules regarding employment contracts such as interpretation and abusive clauses.
- Termination of employment including causes, notice periods required, and structuring termination packages.
- Restrictive covenants employers can include in contracts like non-competition agreements.
- Ensuring employment contracts are properly drafted and compliant with changing laws to manage risks.
Settlement Agreements, Refreshing Law ltd slides, March 2020James Cheetham
Covering the requested topic of settlement agreements, and how to maximise their potential. The slides were originally for an event on the 24th March 2020, and due to COVID-19, this has been adapted into a podcast found here: https://yolkrec.podbean.com/e/hr-insights-settlement-agreements-march-2020/
Introduction to Commercial Contract DraftingEMLI Indonesia
Materi Workshop Contract Drafting yang disampaikan oleh Bapak Dendi Adisuryo yang memiliki background sebagai commercial lawyer akan memberikan pemahaman dan pandangan kepada peserta workshop mengenai beberapa segi hukum kontrak, norma kepatutan hukum kontrak dalam proses penyusunan kontrak serta mengenai kontrak atas transaksi bisnis yang bersifat lintas negara.
When Do Liquidated Damages Become an Irrecoverable Penalty?Sarah Fox
An overview of the recent case Makdessi v Cavendish [2013].
In this case the court reviewed agreed damages ie sums set out in a construction contract payable on breach of that contract. Such damages, known as liquidated damages or LADs are often payable for delay on construction projects.
This note summarises the judgment of the Court of Appeal.
For help writing simpler contracts or understanding complex ones, including how the court might view your limitations and exclusions of liability, email: sarah@500words.co.uk or visit www.500words.co.uk
Seven Habits of Highly Ineffective Global Contract Negotiators | Martijn StegerKegler Brown Hill + Ritter
Guidance for companies negotiating contracts, both domestic and international. Some include desperation, ignoring cultural differences and operating with a myopic view of the deal.
EMLI Training-Legal Due Diligence for Acquisition Deal in Indonesian Mining P...EMLI Indonesia
Materi Legal Due Diligence untuk perusahan tambang di Indonesia yang disampaikan oleh Bapak Dendi Adisuryo dalam acara Kursus Intensif Hukum Pertambangan. Acara tersebut di selenggarakan oleh EMLI Trainig, yang hingga saat ini telah memiliki 1000 Alumini dari berbagai jenis latar belakang.
Settlement Agreements, Refreshing Law ltd slides, March 2020James Cheetham
Covering the requested topic of settlement agreements, and how to maximise their potential. The slides were originally for an event on the 24th March 2020, and due to COVID-19, this has been adapted into a podcast found here: https://yolkrec.podbean.com/e/hr-insights-settlement-agreements-march-2020/
Introduction to Commercial Contract DraftingEMLI Indonesia
Materi Workshop Contract Drafting yang disampaikan oleh Bapak Dendi Adisuryo yang memiliki background sebagai commercial lawyer akan memberikan pemahaman dan pandangan kepada peserta workshop mengenai beberapa segi hukum kontrak, norma kepatutan hukum kontrak dalam proses penyusunan kontrak serta mengenai kontrak atas transaksi bisnis yang bersifat lintas negara.
When Do Liquidated Damages Become an Irrecoverable Penalty?Sarah Fox
An overview of the recent case Makdessi v Cavendish [2013].
In this case the court reviewed agreed damages ie sums set out in a construction contract payable on breach of that contract. Such damages, known as liquidated damages or LADs are often payable for delay on construction projects.
This note summarises the judgment of the Court of Appeal.
For help writing simpler contracts or understanding complex ones, including how the court might view your limitations and exclusions of liability, email: sarah@500words.co.uk or visit www.500words.co.uk
Seven Habits of Highly Ineffective Global Contract Negotiators | Martijn StegerKegler Brown Hill + Ritter
Guidance for companies negotiating contracts, both domestic and international. Some include desperation, ignoring cultural differences and operating with a myopic view of the deal.
EMLI Training-Legal Due Diligence for Acquisition Deal in Indonesian Mining P...EMLI Indonesia
Materi Legal Due Diligence untuk perusahan tambang di Indonesia yang disampaikan oleh Bapak Dendi Adisuryo dalam acara Kursus Intensif Hukum Pertambangan. Acara tersebut di selenggarakan oleh EMLI Trainig, yang hingga saat ini telah memiliki 1000 Alumini dari berbagai jenis latar belakang.
10 things lawyers need to know about contract managementBerkman Solutions
Discover 10 techniques to enhance the value of legal services after the contract is signed. Build deeper, sustainable relationships for every outside legal counsel.
As a lawyer, you invest time to understand your client’s objectives, risks, and opportunities. What happens to your carefully drafted contract?
Your contract is filed and forgotten. Your client needs the benefit of your drafting during the entire contract term. Your client’s need is your opportunity.
There are, of course, organizations with mature contract management functions, but for every other client here are…
10 Things Every Business Lawyer Should Know about Contract Management
Offsets in Defence Procurement in Canada - ConsiderationsBrenda Swick
Companies that bid on defence and Canadian Coast Guard contracts are well aware of Canada’s Industrial and Regional Benefits (IRB) Policy, which requires them to undertake business activities in Canada that are valued at 100 percent of the prime contract with Public Works and Government Services Canada. Under Canada’s new Defence Procurement Strategy, IRBs, now called “Value Propositions for Industrial Technological Benefits (ITBs),” will, for the first time, be a rated requirement in the evaluation of a bidder’s proposal. This means that bidders with an otherwise competitive bid are now exposed to losing to a competitor whose bid contains a stronger Value Proposition. The rules are still being developed and therefore bidders would be well advised to keep abreast of the implementation of this new rated requirement. Bidders should ensure that they understand up front the Value Proposition requirement in the solicitation document as well as rules for challenging it, if necessary. Finally, Canada’s new Integrity Provisions will now apply to prime contractors that flow down some of their offset requirements to subcontractors; prime contractors would therefore be well advised to ensure that their subcontractors are willing and able to sign onto terms similar to those set out in the Integrity Provisions. Failure to do so could result in the termination of the contract and imposition of damages very unfavourable to the prime contractor.
All of these issues are discussed in the presentation to the European Countertrade and Offsets Club to be given in Vienna, on November 20, 2014.
10 Essentials For An Effective Construction ContractSarah Fox
An overview of the 10 aspects every contract for a construction works package (however large or small) needs to include to make it an effective tool.
These 10 essentials are the foundation to the 500-Word Contract (TM), developed as a basis for construction contracts in England/Wales. They are also a checklist for your own terms and conditions.
For more information go to www.500words.co.uk or send Sarah an email sarah@500words.co.uk
10 things lawyers need to know about contract managementBerkman Solutions
Discover 10 techniques to enhance the value of legal services after the contract is signed. Build deeper, sustainable relationships for every outside legal counsel.
As a lawyer, you invest time to understand your client’s objectives, risks, and opportunities. What happens to your carefully drafted contract?
Your contract is filed and forgotten. Your client needs the benefit of your drafting during the entire contract term. Your client’s need is your opportunity.
There are, of course, organizations with mature contract management functions, but for every other client here are…
10 Things Every Business Lawyer Should Know about Contract Management
Offsets in Defence Procurement in Canada - ConsiderationsBrenda Swick
Companies that bid on defence and Canadian Coast Guard contracts are well aware of Canada’s Industrial and Regional Benefits (IRB) Policy, which requires them to undertake business activities in Canada that are valued at 100 percent of the prime contract with Public Works and Government Services Canada. Under Canada’s new Defence Procurement Strategy, IRBs, now called “Value Propositions for Industrial Technological Benefits (ITBs),” will, for the first time, be a rated requirement in the evaluation of a bidder’s proposal. This means that bidders with an otherwise competitive bid are now exposed to losing to a competitor whose bid contains a stronger Value Proposition. The rules are still being developed and therefore bidders would be well advised to keep abreast of the implementation of this new rated requirement. Bidders should ensure that they understand up front the Value Proposition requirement in the solicitation document as well as rules for challenging it, if necessary. Finally, Canada’s new Integrity Provisions will now apply to prime contractors that flow down some of their offset requirements to subcontractors; prime contractors would therefore be well advised to ensure that their subcontractors are willing and able to sign onto terms similar to those set out in the Integrity Provisions. Failure to do so could result in the termination of the contract and imposition of damages very unfavourable to the prime contractor.
All of these issues are discussed in the presentation to the European Countertrade and Offsets Club to be given in Vienna, on November 20, 2014.
10 Essentials For An Effective Construction ContractSarah Fox
An overview of the 10 aspects every contract for a construction works package (however large or small) needs to include to make it an effective tool.
These 10 essentials are the foundation to the 500-Word Contract (TM), developed as a basis for construction contracts in England/Wales. They are also a checklist for your own terms and conditions.
For more information go to www.500words.co.uk or send Sarah an email sarah@500words.co.uk
Employer Branding versus Personalmarketing pludoni GmbH
Arbeitskreis Personalentwicklung Präsentation:
Prof. Klukas zeigte, das unter Employer Branding nicht das Gleiche zu verstehen ist, wie Personalmarketing. Mit Employer Branding versteht man in der Personalforschung die unternehmenseigen geleistete Arbeit und die sich daraus entwickelnde Arbeitswelt innerhalb des Unternehmens als ein "Produkt", das vom Personalmanagements gestaltet wird (Produktmanagement). Dabei lassen sich „Kernangebote“ einer Firma als Employer Value Propositions (EVP) ausarbeiten ("so sind wir", schwaches Employer Branding) oder als Ziele definieren ("so wollen wir sein", starkes Employer Branding).
This presentation will:
- Discuss the legal and related financial implications
- Summarize some potential liabilities
- Discuss the legal test for distinguishing contractors from employees
- Dispel some common myths
- Conclude with steps to minimize the risk
Employing staff is one of the most important things a business does. Getting the right people and having a common understanding of what is expected from the start is essential for the whole employment relationship. How that relationship is established at the beginning is critical, particularly if it is necessary to part ways with the employee later on.
Workshop was conducted at Coleman Greig Lawyers on 22 June 2017. http://www.colemangreig.com.au/Event-250-Employment-Contracts-and-Policies.aspx
When employers are faced with terminating employees in California, they often miss the numerous required notices and action steps they must take at or before the time of termination in order to comply with the law. In this presentation, Beth Arnese and I go over how to handle terminations in a legally compliant manner (not to mention as kindly and consciously as possible - which prevents lawsuits and bad karma).
Topics addressed include federal and state requirements for terminating employees, the necessary forms and notices, the California Unemployment Insurance Code, final wages, termination letters, COBRA and Cal-COBRA coverage, and severance pay and agreements.
This "Brief Guide" gives information on Contracts of Employment in the Republic of Ireland including minimum required terms and conditions and more information on permanent, fixed term and specific purpose contracts. This document can be downloaded at http://www.collierbroderick.ie/Services/HR%20Administration/Contract%20of%20Employment.asp
Small Claims 2017: Essential Law, Winning Strategies for Lawyers & Paralegals Evelyn Perez Youssoufian
An employment law primer for paralegals and lawyers, including: Jurisdiction, Possible Claims, Human Rights, Employment Contracts, Wrongful Dismissal, including how to calculate reasonable notice
Are you considering buying or acquiring an existing business. This presentation discusses 8 basic steps for you to consider when buying or acquiring a business in Australia so that you are highlighted to pertinent issues that can impact on the success of your purchase.
Whether you are a first time entrepreneur or an experienced buyer, each target business comes with its own unique circumstances and risks. At Owen Hodge Lawyers, we are able to provide you with insightful legal tips and guide you at every step so that you can make an informed decision about your purchase. Call us today at 1 800 770 780 or contact us via email at ohl@owenhodge.com.au to schedule a free consultation with our team of estate planning lawyers. We look forward to assisting you.
Maurice Blackburn provided union lawyers and industrial officers with the opportunity to gather CPD points with content that was relative to their industries. Presenters include Barristers Bob Reed and Cate Hartigan, and Maurice Blackburn Employment and Industrial Section Principal Giri Sivaraman.
No two chapter 11 cases are alike and no two chapter 11 cases involving a retail business are alike. There are, nonetheless, certain issues that tend to arise in most retail cases. Among them: the retention of a liquidation firm; lease assumption and rejection; the claim priority of rent during a month that straddles the Petition Date or a rejection date; and consumer deposit issues. This webinar addresses such issues.
Part of the webinar series: CHAPTER 11- INDUSTRY FOCUS 2022
See more at https://www.financialpoise.com/webinars/
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
NATURE, ORIGIN AND DEVELOPMENT OF INTERNATIONAL LAW.pptxanvithaav
These slides helps the student of international law to understand what is the nature of international law? and how international law was originated and developed?.
The slides was well structured along with the highlighted points for better understanding .
Military Commissions details LtCol Thomas Jasper as Detailed Defense CounselThomas (Tom) Jasper
Military Commissions Trial Judiciary, Guantanamo Bay, Cuba. Notice of the Chief Defense Counsel's detailing of LtCol Thomas F. Jasper, Jr. USMC, as Detailed Defense Counsel for Abd Al Hadi Al-Iraqi on 6 August 2014 in the case of United States v. Hadi al Iraqi (10026)
Responsibilities of the office bearers while registering multi-state cooperat...Finlaw Consultancy Pvt Ltd
Introduction-
The process of register multi-state cooperative society in India is governed by the Multi-State Co-operative Societies Act, 2002. This process requires the office bearers to undertake several crucial responsibilities to ensure compliance with legal and regulatory frameworks. The key office bearers typically include the President, Secretary, and Treasurer, along with other elected members of the managing committee. Their responsibilities encompass administrative, legal, and financial duties essential for the successful registration and operation of the society.
ASHWINI KUMAR UPADHYAY v/s Union of India.pptxshweeta209
transfer of the P.I.L filed by lawyer Ashwini Kumar Upadhyay in Delhi High Court to Supreme Court.
on the issue of UNIFORM MARRIAGE AGE of men and women.
ALL EYES ON RAFAH BUT WHY Explain more.pdf46adnanshahzad
All eyes on Rafah: But why?. The Rafah border crossing, a crucial point between Egypt and the Gaza Strip, often finds itself at the center of global attention. As we explore the significance of Rafah, we’ll uncover why all eyes are on Rafah and the complexities surrounding this pivotal region.
INTRODUCTION
What makes Rafah so significant that it captures global attention? The phrase ‘All eyes are on Rafah’ resonates not just with those in the region but with people worldwide who recognize its strategic, humanitarian, and political importance. In this guide, we will delve into the factors that make Rafah a focal point for international interest, examining its historical context, humanitarian challenges, and political dimensions.
WINDING UP of COMPANY, Modes of DissolutionKHURRAMWALI
Winding up, also known as liquidation, refers to the legal and financial process of dissolving a company. It involves ceasing operations, selling assets, settling debts, and ultimately removing the company from the official business registry.
Here's a breakdown of the key aspects of winding up:
Reasons for Winding Up:
Insolvency: This is the most common reason, where the company cannot pay its debts. Creditors may initiate a compulsory winding up to recover their dues.
Voluntary Closure: The owners may decide to close the company due to reasons like reaching business goals, facing losses, or merging with another company.
Deadlock: If shareholders or directors cannot agree on how to run the company, a court may order a winding up.
Types of Winding Up:
Voluntary Winding Up: This is initiated by the company's shareholders through a resolution passed by a majority vote. There are two main types:
Members' Voluntary Winding Up: The company is solvent (has enough assets to pay off its debts) and shareholders will receive any remaining assets after debts are settled.
Creditors' Voluntary Winding Up: The company is insolvent and creditors will be prioritized in receiving payment from the sale of assets.
Compulsory Winding Up: This is initiated by a court order, typically at the request of creditors, government agencies, or even by the company itself if it's insolvent.
Process of Winding Up:
Appointment of Liquidator: A qualified professional is appointed to oversee the winding-up process. They are responsible for selling assets, paying off debts, and distributing any remaining funds.
Cease Trading: The company stops its regular business operations.
Notification of Creditors: Creditors are informed about the winding up and invited to submit their claims.
Sale of Assets: The company's assets are sold to generate cash to pay off creditors.
Payment of Debts: Creditors are paid according to a set order of priority, with secured creditors receiving payment before unsecured creditors.
Distribution to Shareholders: If there are any remaining funds after all debts are settled, they are distributed to shareholders according to their ownership stake.
Dissolution: Once all claims are settled and distributions made, the company is officially dissolved and removed from the business register.
Impact of Winding Up:
Employees: Employees will likely lose their jobs during the winding-up process.
Creditors: Creditors may not recover their debts in full, especially if the company is insolvent.
Shareholders: Shareholders may not receive any payout if the company's debts exceed its assets.
Winding up is a complex legal and financial process that can have significant consequences for all parties involved. It's important to seek professional legal and financial advice when considering winding up a company.
Car Accident Injury Do I Have a Case....Knowyourright
Every year, thousands of Minnesotans are injured in car accidents. These injuries can be severe – even life-changing. Under Minnesota law, you can pursue compensation through a personal injury lawsuit.
How to Obtain Permanent Residency in the NetherlandsBridgeWest.eu
You can rely on our assistance if you are ready to apply for permanent residency. Find out more at: https://immigration-netherlands.com/obtain-a-permanent-residence-permit-in-the-netherlands/.
2. • Non-Competition & Non-
Solicitation: Update
• Duties owed Pursuant to the
Law (C.C.Q.)
• Duties owed Pursuant to the
Contract
• Contractual Basics –
Employment
• Employment Termination
• Termination Notice Periods &
Related Concerns
• Indemnities, Benefits and Salary
Continuance
Agenda/Topics To Be Covered
3. • Employer must not abuse his contractual rights and must always act
reasonably AND in Good Faith.
• Content of contract must not contravene public order, employment
laws or, if applicable, a collective agreement.
• Contract of employment is usually deemed to be a contract of
adhesion where the essential elements are predetermined upon
signing by the Employer.
• Interpretation Rules are very different – Be Careful…..
Basic Contractual Rules Employment
4. • External clauses must be provided at the time of formation;
• Illegible or incomprehensible clauses are null and void;
• Abusive clauses that put adherent at an exorbitant and unreasonable
disadvantage in the contractual relationship are null and void.
Interpretation Rules of Contracts
of Adhesion in a Nutshell
5. An abusive clause is a clause which is excessively and unreasonably
detrimental to the consumer or the adhering party and is therefore not
in good faith; in particular, a clause which so departs from the
fundamental obligations arising from the rules normally governing the
contract that it changes the nature of the contract is an abusive clause.
Article 1437 CCQ
6. CA dismisses appeal and reiterates criteria for determining whether a
term is unfair.
1. Commercial usage;
2. Employees duties towards employer;
3. Ease of understanding the clause in question, and
4. Existence of an imbalance between the respective obligations of
each party.
Latreille c. Industrielle Alliance (L ‘), compagnie
d’assurance vie, 2009 QCCA 1575
7. • Resignation of the employee;
• Death or permanent disability of employee;
• The mutual agreement between the parties to terminate the employment
contract;
• Force majeure;
• Expiry of fixed term contract;
• Retirement of employee;
• By the employer “for just cause”;
• By the employer “WITHOUT just cause” or a serious reason.
Termination of Employment – Common Causes
8. 1. Express conditions of
employment contract;
2. Application of labour
standards legislation, and
3. Implied terms of the contract
of employment imposed by
CCQ.
• The “Rules” concerning
termination without cause are
derived from three sources:
Termination Without Cause
9. Do not confuse severance pay with pay in lieu of notice;
• An employer who dismisses without cause has the duty to give all
pecuniary benefits accumulated during the period of the notice of
termination;
• In the case of multiple terminations at different points in time, the
employer must assess the notice of termination from the time of the last
employment contract;
• Fixed term employment continued as a contract with an indeterminate
term cannot be considered in its entirety for the calculation of a reasonable
notice period.
Provisions of the CCQ Article 2091
10. • Employee’s age
• Length of uninterrupted service;
• Work experience/position held at the company;
• Employee’s level of compensation;
• Availability of similar employment elsewhere;
• Whether employee induced or enticed to leave a secure position
elsewhere in order to accept the employment in question, and
• The timing and manner of termination.
Notice Period Under the CCQ
11. • Nature/Source of compensation;
• When benefits will end;
• Whether termination indemnity will be paid by lump sum or salary continuance;
• Whether outplacement counselling will be provided;
• How various monetary benefits will be treated such as car allowance, stock options,
employee stick purchase plan or pension plan;
• Return of company property;
• Whether reference will be provided, and
• Whether there are other particular factors to consider such as recent absence from work
or the Linked In profiles associated with Company.
Structuring the Termination Indemnity
12. • Confirmation of last day of work and/or employment if different;
• Confirmation of length of statutory notice period and whether will be satisfied by working notice,
payment in lieu, or a combination of the two;
• Confirmation of payment date for the outstanding salary and benefits;
• Confirmation of the date various benefits end;
• Details regarding the right to convert group benefits to an individual plan including life insurance
benefits;
• Amounts of any additional termination indemnities and details of how to be paid;
• Whether employee will be required to respect obligation of loyalty and other applicable
restrictive covenants, and
• Return of company property by precise date and Reference letter
Summary – The Letter of Termination
13. Duties pursuant to Québec Law – Article 2088 CCQ
The employee is bound not only to carry on his work with prudence
and diligence, but also to faithfully and honestly and not to use any
confidential information he may obtain in carrying on or in the course
of his work.
These obligations continue for a reasonable time after cessation of the
contract, and permanently where the information concerns the
reputation and private life of another person.
Non-Competition and Non-Solicitation Update
14. • Exact nature of the duty of loyalty depends on factors such as:
• Nature and hierarchical level of position held by employee;
• Nature of the behaviour considered disloyal or indiscreet;
• Nature/type of information employee holds;
• Access to confidential information;
• Length of service;
• State of competition in the industry & reason for Termination of
employment.
Duty of Loyalty
15. In assessing the Confidential nature of the information, the courts will consider
• Public knowledge outside if the business;
• How many people privy to the information;
• Extent of secrecy measures taken to protect the information in question;
• Value of the information to the company and/or competitors;
• Amount of effort/money expended in developing the information;
• The ease/difficulty with which information may be acquired/duplicated, and
• The manner in which the information is treated between the confider/confide.
Duty of Discretion
16. Reasonableness depends on the circumstances surrounding each case
and the interpretation of each item previously referred to must be
referred to a judge which takes time and money.
As a risk management tool, introducing properly drafted restrictive
covenants into a employment contract can avoid the high costs of
litigation and remove most of the risk.
Duties Owed Pursuant to a Contract
17. • Non-Competition;
• Non-Disclosure;
• Non-Solicitation of Employees/Customers, and
• Ownership and protection of Intellectual Property
Types of Restrictive Covenants to Consider
18. An employer may not avail himself of a stipulation of non-competition
if he has terminated the contract without a serious reason or if he has
himself given the employee such a reason for terminating the contract.
Article 2095 Civil Code of Québec
19. Determination of Reasonableness is dependent on facts of each case,
however the following list may serve as a guideline:
• The clause must be written in clear/comprehensible language and cannot
be agreed to orally;
• Overly aggressive restrictions will not be upheld (moderation is key);
• The 3 limitations of time/space/nature of activity are interrelated;
• Clause must be limited to what is necessary to protect employer’s
legitimate concerns.
Contracts of Adhesion (Employment)
20. Preventative Measures
• Attention to detail in drafting employment contracts written at beginning
of employment relationship;
• Audit existing employment contracts in order to ensure compliance with
changing legal landscape;
• Adopt business practices which operate to protect trade relationships and
trade secrets;
• Adopt policies for the management and protection of confidential business
information which are simple and easy to understand, and
• Monitor employee compliance with such policies.
21. Final Word
Adequate protection of a company regarding its employees begins even
before they are hired and continues throughout the relationship.
Termination is a foreseeable risk that must be planned in advance and
ultimately documented in the employment contract using clear
language, reasonable restrictions and all must be negotiated in good
faith.
22. Singh v. Kohli (2015 QCCA 1135)
In this case the Court of Appeal discussed the binding nature of pre-
contracts such as a Memorandum of Understanding or Letter of Intent.
Reliance on principle of Good Faith as source of sanction.
THANK YOU AND WE HOPE TO SEE YOU NEXT TIME!
Can you engage your liability by walking away
from contractual negotiations?