• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

verbal agreement

By Devry Smith Frank LLP | 4 Minutes Read March 24, 2016

Giving your ‘two weeks’: Jesso and what constitutes reasonable notice for resignation

The question of ‘what constitutes reasonable notice’ is one of the most frequently litigated issues in employment law. There are numerous decisions from every level of court in Ontario which discuss the obligations of an employer to provide a reasonable period of notice to dismissed employees. However, it is a relatively rare occurrence that the Court deals with the inverse – the reasonable period of notice due to an employer by an employee who resigns. While most of us are familiar with the old adage of giving your ‘two weeks’ notice, the recent decision in Gagnon may call into question the sufficiency of such short notice.

Article by Devry Smith Frank LLP / Employee Relations, Employment Standards, Payroll / damages, departing employee, duty of good faith, Employee resignation, employment contract, employment law, reasonable notice for resignation, verbal agreement

By Rudner Law, Employment / HR Law & Mediation | 4 Minutes Read December 4, 2015

Agreement to sign an agreement

The issue of whether termination clauses contained within employment agreements will be enforceable is one that routinely arises. As I have discussed on many occasions, many employers weaken their legal position by entering into a verbal agreement, or presenting an “offer letter”, and then subsequently asking their new employee to sign a far more detailed employment agreement that is designed solely for the benefit of the employer.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Employment Standards, Payroll / 2000, binding agreement at law, commissions and benefits, employment agreements, employment contract, employment law, employment standards act, key terms of employment, offer letter, reasonable notice of termination at common law, salary, termination clauses, terms and conditions of employment, verbal agreement

By Rudner Law, Employment / HR Law & Mediation | 5 Minutes Read March 6, 2015

Contract or gratuitous promise: the need for consideration

Employment lawyers spend a lot of time assessing whether contracts of employment are enforceable or not. The first thing that I check, when I review a contract of employment, is the date. What I'm attempting to determine is whether the contract was signed before or after there was already a verbal agreement in place.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Employment Standards, Payroll / Compensation and benefits, contracts of employment, core terms of the agreement, difference between a binding contract and a gratuitous promise, employment contract, employment law, gratuitous promise, negotiate an agreement, offer of employment itself should be conditional upon the employee accepting all of the terms and conditions, reasonable notice of dismissal, recruiting process, terms and conditions in the written agreement, verbal agreement, “consideration" as being a requirement of a valid contract

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy