We have had a number of inquiries from employers who wish to explore the idea of reducing staff hours and pay rather than proceeding with full layoffs or terminations. Employers are wondering if there is a way to have an employee’s hours and pay reduced, but also to allow that employee the entitlement to apply for EI benefits.
This article aims to provide general advice regarding the applicability of force majeure clauses within the current COVID-19 climate. The information herein is based on articles that have been recently published in Canada regarding contractual performance and COVID-19, as well as basic force majeure principles.
In the onset of COVID-19, Bryan & Company’s clients have requested information on frustration of contracts generally, and particularly its application to employment agreements. The following exploration relates to employment agreements specifically but we would be happy to speak with you about frustration general as well.
We understand that the rapid developments surrounding COVID-19 are deeply concerning to you, your business and your employees. Bryan & Company has assembled a committed crisis management team to be at your disposal for issues that arise as more information comes available to the public.