Services to Owner / Managers
Most owner / managers agree that their staff are among their most valuable business assets. However, many also tell us that employee problems are challenging and difficult. Large firms have human resource managers with the training and time to handle the many responsibilities and management decisions that employers face. In smaller businesses, this function often falls to the owner / manager who, without training or time, must deal with the complex human and legal issues that inevitably arise in every business, often at inopportune times.
Owner / managers often don’t realize they have an employee problem until it is too late. We receive many panic-stricken calls from clients who have a critical employee problem they must deal with, such as:
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My dismissed employee has just made a wrongful dismissal claim. What can I do?
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My former employee now works for a competitor and is soliciting our customers. Can I stop him or her?
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My former employee has complained to the Human Rights Commission that he / she was sexually harassed or discriminated against by a supervisor. What now?
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My former employee is claiming two years of overtime / holiday pay because he / she always worked late and Employment Standards is threatening an audit. Help!
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My employee is chronically late or absent but says this is because of chronic fatigue syndrome. Do I have to accept this?
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My employee is insubordinate / has wrecked a company car / has lost a big account. Can I fire him, and how much notice must I give?
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My employee breached a work safety rule and injured himself / herself. Workers' Compensation has threatened a fine and premium increase. What are my options?
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A job applicant has complained to the Human Rights Commission that he / she was refused employment because of gender / age / disability / etc. Is this a big problem?
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My former employee / independent contractor has claimed ownership of the copyright in a critical design / product used by my company. Who is the owner of the design / product?
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I asked my employee to change hours of work and / or job responsibilities, but the employee said no. Can he / she do that?
Many problems can be prevented, or the consequences to the business can be mitigated, with proper advice and planning. We assist our clients with successful strategies, including written employment agreements, staff policy manuals, non-disclosure and non-competition agreements, and copyright and intellectual property ownership agreements.
Owner / managers also seek our advice on non-adversarial employee matters, such as: structuring reward and bonus plans, offering shares or options to valued employees, buying a business with existing employees, the pros and cons of independent contractors versus employees, and hiring, promoting or dismissing employees. The law in these areas is full of pitfalls, and employers must be aware of their rights and responsibilities.
We welcome the opportunity to meet with owner / managers to discuss their employment law requirements. As with most things in life, an ounce of prevention is worth a pound of cure.
If you have a question involving employment or a related matter, please contact us and ask to speak to one of our commercial lawyers or, if you prefer, use our Business Inquiry Form.