Why should you worry about the risks in the employment law because you hardly have enough time to focus on things such as getting traction, building your team, and lining up for sources of funds? However, it is important to consider that prevention is always better than any form of cure on earth. For those who violate these penal codes, there are special tax levies on the employment law in Canada through an employment lawyer Mississauga. Spending some of your precious time to ensure you are well equipped with the knowledge of the following overlooked, yet significant, areas of business that pose risks to minimize the chances of landing into major damages.

1. Hiring
There are three main risks in the employment law under hire. They include compensation agreement, restrictive covenants, and confidential information. Having a communication process as well as a standard documentation will address these issues. When it comes to restrictive covenants, employers often use the non-solicitation or non-compete clauses to retain employees. The right way is to have written agreements with your employees. When it comes to the compensation agreements, many companies extend salaries for their clients based on the amount of money they work to get. The correct way is to structure a bonus plan for your employees that define the conditions and terms to be met.

2. Classifying Employees and Independent Contractors
There are significant legal tests that will be used to test for two groups. However, they boil down to you as much as you control the means and manner of their work. They will be employees if you do. There are some legal and tax implications for the classification. For those who violate these penal codes, there are special tax levies on the employment law in Canada through an employment lawyer. The classification of employees can be tricky. You may end up in legal implications if you engage in wrongful termination, unfair dismissal, work rights, and workplace issues if you don’t classify the employees well.

3. Categorizing the Exempt and Non-Exempt Employees
This is one of the early-stage companies extent minefields that does not associate itself with enough attention in brackets. Ensure you are right for the first time. Your risks will be mitigated with the right decisions. There are serious flags to be raised if you change the categories later. In the end, you will be left for unpleasant outcomes that include fines, litigation, and penalties. Under the law, an employee can be classified as exempt if they are paid a salary that is dictated by the amount of work they do.

4. Protection of Confidential Information
The secret trade laws are predicated on your business to take the most appropriate information to be confidential. As it is mentioned above, you will forfeit legal protection if you don’t do that. The correct way as it is with onboarding, your process of exit for departing founders/employees should have them provide an affirmation that goes a long way in understanding their agreement, this is the process pit there legally to return any confidential information as well as getting the sign-off.

5. Written Procedures and Policies
Ensure you communicate policies that are entitled to cover the following areas.
i. Anti-harassment – ensure that you include a complaint process as well as a reporting mechanism.
ii. Equal employment opportunities for all people. This means that you don’t entertain discrimination in your business or company.
iii. Rest breaks as well as meal periods for all the non-exempt employees
iv. PDA, computer, and the use of social media. This is one of the best policies that come with a statement all employees are not exempted of privacy. They should also designate the person with the authority to make an official company or business statements.
Ensure you have the above things in writing for distribution to the employees.
 
The Whitten & Lublin website may provide additional insights if you need more information.