What types of employment agreements can be accommodated in Canada (i.e., fixed-term, part-time, hourly, etc.), and what are the restrictions for each type? Does Pebl have templates available?

Velocity Global Canada can facilitate several types of employment agreements in Canada:

• Full-time Permanent Employment Agreements: These agreements are typically ongoing with no fixed end date.

• Fixed-term Employment Agreements: There are restrictions on the duration and renewals, which depend on the specific project and the province in which the work is being conducted. For more detailed information, consultation with the regional Legal team is advised.

• Part-time Permanent or Fixed-term Employment Agreements: According to Canadian employment legislation, part-time employees are entitled to the same minimum entitlements and standards as full-time employees.

• Hourly Employment Agreements: While there are no additional restrictions under provincial legislation for hourly employees, employers must comply with applicable minimum wage standards and overtime rules.

Velocity Global Canada provides templates to accommodate these various types of employment agreements, ensuring compliance with Canadian employment laws.

Is it necessary for the employment agreement to be bilingual with the native language taking precedence in Canada?

In most regions of Canada, there is no requirement for employment agreements to be bilingual. However, French is recognized as an official language, and there are circumstances where preparing employment documents in French is appropriate. Specifically, in Quebec, it is mandatory for employment agreements to be in French, and all employment-related information must be provided in French upon request. To accommodate this requirement, Velocity Global Canada maintains bilingual templates in Quebec.

Can seniority be recognized in employment agreements in Canada? If so, in what ways and how can this be reflected in employment agreements?

Yes, seniority can be recognized in employment agreements in Canada under clause 2 "Prior Service," which is found in all provincial employment agreements. The recognition of seniority impacts various aspects of employment:

• Notice obligations: Both statutory and common law notice obligations are related to the employee's length of service.
• Offboarding package: The total value of the offboarding package is determined using the employee's seniority.
• Statutory requirements: Seniority must be recognized when determining statutory requirements.
• Vacation entitlements: Seniority affects the employee's minimum vacation entitlements and ensures the proper rate of accrual is used.

Can variable compensation be included in the employment agreement or should it be outlined in a separate Variable Compensation Plan in Canada?

Yes, in Canada, an employment agreement must reference the Variable Compensation Plan if applicable. If the plan is ready, it can also be incorporated into the employment agreement as a Schedule.

Does the Variable Compensation Plan require a local translation in Canada?

In most regions of Canada, the Variable Compensation Plan does not require a local translation and can be provided in English. However, in Quebec, if an employee requests it, all employment documents and notices, including the Variable Compensation Plan, must be made available in French. In Quebec, the English documents typically include a disclaimer stating that the employee has requested to review and sign the English-language version.