Difference between revisions of "Preliminary Matters for Employment Law (9:IV)"
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Employees will also often have written contractual entitlements. Students should have employees provide them with any written employment contract or applicable workplace policy, and carefully review these documents to both clarify terms of employment and determine whether the contract is enforceable. | Employees will also often have written contractual entitlements. Students should have employees provide them with any written employment contract or applicable workplace policy, and carefully review these documents to both clarify terms of employment and determine whether the contract is enforceable. | ||
Unionized employees may have common law or contractual entitlements, but generally these entitlements have to be acted upon by the union that is party to the collective agreement. See [[Checklist for Employment Law (9:II)#A. Preliminary Matters | Section | Unionized employees may have common law or contractual entitlements, but generally these entitlements have to be acted upon by the union that is party to the collective agreement. See [[Checklist for Employment Law (9:II)#A. Preliminary Matters | Section IV.C: Unionized vs. Non-Unionized Employees]]. | ||
== C. Determine if the Employee is Unionized or Non-Unionized == | == C. Determine if the Employee is Unionized or Non-Unionized == | ||