Boosting eSignature Legitimateness for Temporary Employment Contract in Canada

How to eSign a document: eSignature legitimateness for Temporary Employment Contract in Canada

what is a fixed term employee a fixed employee is one who has been engaged for a particular specific or fixed term or period the key thing to remember in that definition is the term the fixed term or fixed period that will depend on the agreement between the employer and employee there is no specific rule or a law on how short or how long that period will be that's why there are fixed unemployment contracts as low as one month to as high as five years however remember that there are two main limitations or requirements to a valid fixed term employment contract the first requirement is that the fixed term employment contract must have been entered into by the employee freely willfully and voluntarily and the second requirement is that the fixed term employee should have equally bargained with the employer this is very critical or important because most fixed term employees or fixed term employment contracts are provided by employers on a take it or leave it basis if that is what happens in the signing or negotiation of the fixed unemployment contract then there is a very strong possibility that the fixed term employment contract will be rendered void or invalid later on when we say that employee has an equal bargaining food with respect to negotiating with the employer we are saying that the employee is not constrained to negotiate or bargain and the employer should not twist force compel or intimidate the employee into signing a fixed term employment contract on the part of the employer the fixed unemployment contract should be your last option when it comes to providing employment contracts to a prospective employee the main reason is that as you may analyze in those two requirements it is very easy for a fixed term employee to argue later on for its invalidity the employee can simply say that she was constrained or was forced to sign because she needed to work that would invalidate the first requirement and the employee can simply claim or argue later on that it was it take it or leave it situation during the signing so that will also invalidate the second requirement remember the employee simply needs to invalidate one of those two requirements and when that happens the fixed term employee will be able to argue that he or she was actually a regular employee under the law because of or due to the violation committed by the employer further similar to other non-regular employment arrangements or contracts an employee who continues to work beyond the stipulated fixed term or period will be deemed a regular employee by law or under labor law without need without need of any further action or notice on the part of the employer if you find this informational and educational please feel free to share like and subscribe to this channel if you want to learn more via mentoring join our membership program at liberlo.ph you may also sign up with our masterclass programs see you