Employment Law
Employers are held to a very high standard when it comes to dealing fairly with past, present and future employees. Trying to navigate the applicable legislation can be difficult without specialized training. With a Business Degree majoring in Human Resources and a Law Degree, Talon Regent has a great deal of training and a particular perspective on Employment Law that includes both the legal and business interests at play.
Recruitment - Having a well-drafted Employment Contract is essential to all parties understanding their expectations during the employment relationship, but there is a lot more to consider. Most employers know that they can't ask about a person's religious views in an interview, but there are many other taboo interview subjects. Some positions can only be filled by men, or women, or able-bodied individual, but there are specific legal tests to determining if a position has a Bona Fide Occupational Requirement. Whether you are an employee or an employer, it is important to know your rights and obligations to avoid ever having to deal with claims of either direct or indirect discrimination.
Termination - The Saskatchewan Employment Act provides minimum severance or notice required to an individual being dismissed without cause, but it is almost unheard of that a Court would only award the minimum. It is important to discuss employee terminations with a lawyer so you can weigh the factors a judge would use to first determine if the dismissal is with or without cause and, secondly, calculate severance pay.
Unions - When employees are beginning to unionize, the business operation often changes in a dramatic way. From the initial discussion of unionization, through negotiating the first collective bargaining agreement, to maintaining a good employer-union relationship, a lawyer is essential for both the employer and the employees to understand the process, preserve rights, and maximize the union's value for each side of the bargaining table.
Recruitment - Having a well-drafted Employment Contract is essential to all parties understanding their expectations during the employment relationship, but there is a lot more to consider. Most employers know that they can't ask about a person's religious views in an interview, but there are many other taboo interview subjects. Some positions can only be filled by men, or women, or able-bodied individual, but there are specific legal tests to determining if a position has a Bona Fide Occupational Requirement. Whether you are an employee or an employer, it is important to know your rights and obligations to avoid ever having to deal with claims of either direct or indirect discrimination.
Termination - The Saskatchewan Employment Act provides minimum severance or notice required to an individual being dismissed without cause, but it is almost unheard of that a Court would only award the minimum. It is important to discuss employee terminations with a lawyer so you can weigh the factors a judge would use to first determine if the dismissal is with or without cause and, secondly, calculate severance pay.
Unions - When employees are beginning to unionize, the business operation often changes in a dramatic way. From the initial discussion of unionization, through negotiating the first collective bargaining agreement, to maintaining a good employer-union relationship, a lawyer is essential for both the employer and the employees to understand the process, preserve rights, and maximize the union's value for each side of the bargaining table.