The focus of this blog post will be non-compete clauses, which have become commonplace in a number of different employment relationships, from the high-tech world to fast food chains. The clauses are intended to restrict departing employees from accepting paid work in the same or similar sectors to that of their previous employer.
Startups and emerging companies are usually so focused on growing and scaling up that the thought of letting employees go is far from top of mind. However, it is important that employers and employees understand what employees are entitled to when they are terminated under the Ontario Employment Standards Act (“ESA”) and the common law.
Option agreements provide employees the right to purchase shares of the employer corporation at a specified price during the term of the agreement, and subject to specified “vesting” provisions and other conditions. ESOPs work by granting employees the opportunity to benefit from a higher future value of their company’s share price.
If your business sells software, including software-as-a-service (SAAS), odds are good that you have used one or more open source packages in the course of development.
If your business collects, uses, or discloses personal information, it is important to ensure that its activities comply with Canada’s legislative framework.
The force majeure clause addresses a party being unable to perform its obligations because of a supervening event outside of its control.
Innovators and entrepreneurs often encounter a familiar predicament: how do I tell people about my idea without them stealing it?