Please note registration for this event will be opened shortly.
Fee: Complimentary
Overview
This next session in our Employment Agreement webinar series delivers a focused, high impact look at common employment contract issues employers are navigating these days. In response to your feedback from other sessions, we’ve curated a set of common pressure points— how do you manage amendments to the employment contract made mid-employment, incentive and bonus terms that can unintentionally create entitlement, restrictive covenant wording that is broader than necessary and the factors you need to consider when deciding whether to include language on discipline and investigations —so you can issue spot quickly and update template language with confidence.
Format
This 60-minute webinar is designed to help employers move quickly from “standard template” language to clear, current drafting that stands up in practice. We’ll explain what each clause is meant to do, where employers most often take on avoidable risk, and how to refine language so it is more likely to be enforceable and workable in real time. Topics include:
- Managing consideration (new consideration, changes to existing contracts)
- Bonuses, incentives, and variable compensation
- Non-solicitation, confidentiality, conflict of interest clauses
- Contract language supporting discipline and investigations
Audience and Learning Objectives
This session is designed for in‑house counsel, human resources professionals, and anyone involved in drafting or updating employment agreements within their organization. Attendees who regularly navigate issues such as managing offer letters/employment contracts mid-employment, bonus and incentive plan offerings, requests from business partners for language to stop employees from soliciting and/or breaching confidentiality post-employment, and how to build in protection for approaches to discipline and investigations will benefit from clear, practical guidance grounded in current legal requirements.
Hicks Morley will endeavour to accommodate guests with a disability in accordance with the Ontario Human Rights Code guidelines and other applicable legislation.