Overview

Offer letters generally set out a basic employment agreement and, where a written employment contract is not used, letters might refer to other sources that will govern the employment relationship, such as company policies, handbooks, benefit booklets and training manuals. Written employment contracts are predominantly used to govern employment relationships involving business professionals; formal contracts with senior level employees are increasingly popular with Canadian employers, because they avoid or limit wrongful dismissal claims, specify the duration of employment, ensure confidentiality of information help protect the business from unfair competition by a departing employee.

At the end of this unit, you will be able to:

• Offer a job to an appropriate candidate
• Negotiate terms and conditions of employment
• Determine whether you wish to use an offer letter or employment contract
• Prepare offer letters and employment contracts
• Explain what could happen if you have no written employment contract

Author Overview

Jamie Knight is a partner at Filion Wakely Thorup Angeletti LLP, a firm specializing in the representation of management in all areas of Labour Relations and Employment law. Jamie’s practice includes acting as spokesperson at collective bargaining negotiations. Jamie has handled hundreds of arbitration cases and he frequently guides employers through the process of responding to union organizing campaigns.

Jamie also represents both employers and senior executives who require advice at the outset of employment, during employment, or particularly at the end of employment. This includes dealing with fiduciary issues and covenants designed to restrict future competition by a departing employee. Jamie is a teacher and trainer, and advocates sound human resources practices in both union and non-union workplaces. His clients are in industries as diverse as manufacturing, technology, financial services, entertainment and construction. Jamie is an experienced litigator, in the courts, at arbitration, and before administrative tribunals, including federal and provincial labour boards. Jamie is a 1983 graduate of The University of Toronto Law School. He spent 3 undergraduate years at Le College Militaire Royal De St. Jean, Quebec, and for several years Jamie was a commissioned officer in Canada’s Naval Reserve.

Jamie is a member of the Labour Relations, Administrative Law and Workers’ Compensation Sections of the Ontario Bar Association. He is an active participant in HRPAO and has spent the past few years serving on the Complaints and Investigation Committee.

Jamie has authored or co-authored over a dozen publications for use by human resource professionals and lawyers on labour relations, health and safety, human rights, and wrongful dismissal. He has taught supervisors and Human Resources professionals at the University of Guelph for 15 years, as part of the HRPAO certification program. Jamie is a frequent speaker at conferences for lawyers, executives, managers and Human Resources professionals.