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La Cour suprême du Canada tranche : les cadres ne pourront se syndiquer au Québec
Le 19 avril dernier, la Cour suprême du Canada a rendu une décision fort attendue en matière de syndicalisation des cadres.
Mondial | Publication | August 2017
Countries across Europe have differing requirements relating to the validity of non-competition agreements between employers and employees following the termination of an employment contract. We provide a brief comparative analysis of the requirements in Italy, Germany, France, Poland, the Netherlands and the UK. Please get in touch with your local Norton Rose Fulbright contact or any of the contributors to this publication to learn more about this topic.
We have considered the general requirements for the enforceability of a non-compete restriction as a matter of UK employment law. Please note that the starting point for any post-termination restrictive covenants under English law is that they are void as an unlawful restraint of trade as a matter of public policy. The English courts have, however, recognised the enforceability of such restrictions and the general rule is that they will typically be enforceable so long as they do not go further than is reasonably necessary in order to protect a legitimate interest. A bare non-compete restriction is the most onerous type of post-termination restrictive covenant. It will only be enforceable where a non-dealing or non-solicitation clause does not work to protect the relevant interest. This would be the case, for example, where it is not customer connection that is the issue but confidential information. Please also note that it can never be guaranteed that a particular restriction will be enforceable as this will be a decision for a court asked to determine such an issue. Arguably, the best protection an employer may have is the use of a contractual garden leave clause which would prevent the employee from competing during the employee’s notice period although not all contracts of employment contain such clauses.
Publication
Le 19 avril dernier, la Cour suprême du Canada a rendu une décision fort attendue en matière de syndicalisation des cadres.
Publication
Le budget 2024 propose d’élargir la portée de certains pouvoirs permettant à l’ARC de demander des renseignements aux contribuables tout en prévoyant de nouvelles conséquences pour les contribuables contrevenants.
Publication
L'impôt minimum de remplacement (IMR) est un impôt sur le revenu additionnel prévu dans la Loi de l’impôt sur le revenu (Canada) (la « Loi ») auquel sont assujettis les particuliers et certaines fiducies qui pourraient autrement avoir recours à certaines déductions et exemptions et à certains crédits pour réduire leur impôt sur le revenu fédéral canadien régulier.
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