At Singleton Reynolds, our people are what makes us great. We come together every day with the common goal of providing exceptional legal services and ensuring we go above and beyond for each and every client.
The range of backgrounds of the partners, counsel, associates and staff of Singleton Reynolds enables us to offer a broad range of services.
Singleton Reynolds’ lawyers spend a significant amount of time researching and thinking about how industry or legislative changes could affect your business.
Singleton Urquhart Reynolds Vogel LLP is recognized as a leader in construction and infrastructure, insurance, commercial litigation, real estate and business law.
Singleton Reynolds has offices to serve you in Vancouver and Toronto.
Singleton Reynolds believes in community. Our team members are teaching at Canadian universities and abroad, lecturing the next generation of lawyers.
How was Singleton Reynolds first established? Find out more here.
Recognizing the leadership that contributes to the company successes.
Singleton Reynolds prides itself in being a leader in corporate social responsibility. We encourage diversity, charity, mentorship, civic dedication and neighbourhood support.
Singleton Reynolds strives to understand the balance between your career and your personal goals and encourages our legal and operations staff in the pursuit of their interests outside of the firm.
We are always on the lookout for talented professionals to contribute to our team. Singleton Reynolds offers a professional and challenging work environment, with a competitive compensation and benefits package.
Our goal is to develop strong lawyers from student right through to partner. Mentoring and training start when you are a student and continue throughout your practice.
Upon termination where a severance agreement is reached and provides more than a contractual entitlement, an employer should require the terminated employee to sign a release. The goal of a release is to free the employer from any future liability or claim arising from the termination.
For a release to be legally binding, the settlement agreement, the associated release, and the surrounding circumstances must meet the following requirements:
Lessons for Employers
With respect to drafting, employers should ensure that the release adequately extinguishes all potential claims that could arise from the termination. The employer should also ensure that the terms ensure the employee gets something of value from the release, over and above what the employee is already owed based on the minimum standards set out in the statutory regime.
With respect to other considerations, the employer should ensure that the employee is provided with adequate time to consider the severance package. Rushing the employee into executing the agreement is more likely to cause issues later if an employee decides it wants to pursue litigation and tries to invalidate the executed agreement. Generally, an employer should ensure that the employee was not pressured to sign the agreement and understands the relevant rights and statutory regimes. A good way to ensure this is by confirming whether or not the employee received legal advice.
Being careful about individualizing each release will ensure it can be used as a defence in every given scenario.
This article was published by HR Reporter on June 1.
Co-authored by Glen Stratton.
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We advise on, and are skilled in, all aspects of employment and labour law, including a wide range of issues which impact the workplace from both the employer and employee perspectives.
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