Hi all, I am speaking on behalf of my company. Our company is situated in Newmarket. We started this company 2 years ago. Recently, we received a report that one of our employees is also working for another company. At the time of his joining, we clearly mentioned these terms in the contract, and he agreed to them. We conducted an inquiry and confirmed it is true. Consequently, the company has decided to take action against him.
Request for Legal Advice
Could any experienced lawyers advise us on the steps we should follow in this situation? In comparison to other cities, there are fewer lawyers specializing in employment law in Newmarket. There are only a few law firms in Newmarket, such as Monteith, Baker, Johnston & Doodnauth. Therefore, we are seeking advice here from experienced lawyers.
Thank you.
From Canada, Montreal
Acknowledge(0)
Amend(0)
Request for Legal Advice
Could any experienced lawyers advise us on the steps we should follow in this situation? In comparison to other cities, there are fewer lawyers specializing in employment law in Newmarket. There are only a few law firms in Newmarket, such as Monteith, Baker, Johnston & Doodnauth. Therefore, we are seeking advice here from experienced lawyers.
Thank you.
From Canada, Montreal
Acknowledge(0)Amend(0)
Since you are located in Canada, I suggest also looking into Yellow Pages and the internet to find suitable lawyers near you. I'm not sure how many members hail from Canada in this forum.
Regarding the employee you referred to, it's a clear case for firing since you seem to have the relevant paperwork in place with the employee's signatures.
But, before you take that step, I suggest checking whether he has done any damage to your company's interests (like sharing data, contacts, diversion of orders, etc.). Quite often, it happens that the line of business of the other company is the same or similar; otherwise, there doesn't seem to be any point for that company to hire this guy in the first place.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
1650Regarding the employee you referred to, it's a clear case for firing since you seem to have the relevant paperwork in place with the employee's signatures.
But, before you take that step, I suggest checking whether he has done any damage to your company's interests (like sharing data, contacts, diversion of orders, etc.). Quite often, it happens that the line of business of the other company is the same or similar; otherwise, there doesn't seem to be any point for that company to hire this guy in the first place.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Part I Employee Action Analyse.doc
Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf