Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16 Page 17 Page 18 Page 19 Page 20 Page 21 Page 22 Page 23 Page 24 Page 25 Page 26 Page 27 Page 28 Page 29 Page 30 Page 31 Page 32 Page 33 Page 34 Page 35 Page 36 Page 37 Page 38 Page 39 Page 40 Page 41 Page 42 Page 43 Page 44 Page 45 Page 46 Page 47 Page 48 Page 49 Page 50 Page 51 Page 52 Page 53 Page 54 Page 55 Page 56 Page 57 Page 58 Page 59 Page 60 Page 61 Page 62 Page 63 Page 64WWW.AGRM.ORG JULY/AUGUST 2016 11 O Canada! Biggest legal mistakes that missions in Canada might make Canada is home to more than 86,000 registered charities, with revenue of more than $220 billion per year, according to Blumberg Segal LLP. One of Blumberg’s attorneys, Scott Chambers, outlines the biggest legal mistakes that Canadian charities make: • Classifying an employee as an independent contractor. Having a contractor agreement that covers ownership of intellectual property, termination provisions, and stating that the contractor is responsible for payment of his or her own taxes is vital. • Failure to have an employment agreement. The Employment Agreement should include, at a minimum: • The position of the employee with a defined title. • Salary or remuneration. • Basic duties and responsibilities. • A three-month probationary period. • A termination clause. • Failing to implement or follow workplace policies and procedures. Employers need to have standardized workplace policies and procedures in place that are applicable for all employees. • Failure to accommodate Human Rights. The Human Rights Code essentially provides protection from discrimination on the basis of race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status, or disability. • Terminating an employee without proper notice or just cause. The Employment Standards Act states that an employee is entitled to one week of notice or pay in lieu of notice for every full year of employment, up to eight weeks for eight years of service, if the agreement properly provides for such notice. Ĩ