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§ Employment Law
Employers · Employees · Executives · Restrictive Covenants
Workplace decisions have a long memory. Northline reads the agreement, the facts, and the leverage before a hire, exit, termination, or severance package starts writing the story for you.
§ 01: Two audiences
Northline advises companies on hiring, policies, terminations, and workplace risk. It also advises individuals on offers, severance, executive exits, and restrictive covenants. Conflict checks are run before any matter begins, and we never act for both sides of the same file.
§ 02: For employers
Employers come to Northline with agreements to draft or tighten, contractor arrangements to classify, discipline or termination calls to make, and workplace issues to triage.
Drafting, review, and tightening, including termination language, restrictive covenants, confidentiality, IP assignment, and incentive compensation.
Handbook review, harassment and discrimination policies, remote work, and occupational health and safety policy drafting or review.
Risk review, termination letter review, process guidance, progressive discipline, and severance range discussion where appropriate.
Contractor relationship review, misclassification risk notes, and revised agreements for teams relying on independent contractor engagements.
Agreement review, issue summary, call, and recommended changes.
Risk review, termination letter review, process guidance, and severance range discussion where appropriate.
§ 03: For employees & executives
Individuals come to Northline with offers to accept or negotiate, termination letters and severance packages to read, restrictive covenants to stress test, and constructive dismissal situations to assess.
Compensation, equity, vacation, termination language, restrictive covenants, and confidentiality before you sign back.
Package review, legal position summary, and negotiation options, with deadline, release, benefits, bonus, and reference terms explained in plain language.
Structured read on notice, cause, and the realistic range, followed by a recommendation for what to do with it.
Non-compete, non-solicit, garden leave, equity vesting, and post-employment obligations analysed for enforceability and negotiation leverage.
Agreement review, issue summary, call, and recommended changes.
Package review, legal position summary, and negotiation options.
§ 04: Typical process
A short summary of the situation: the role, the document, the date, and the decision you are about to make.
On the consultation: obligations, exposures, realistic options, and the order they should be worked in.
Negotiate, draft, revise, send, or hold, with a written fee arrangement for whatever continues.
Drafting, review, negotiation support, or a retainer for ongoing employment issues.
§ 05: Related
Practice
Scope, payment, termination, ownership, liability, leverage.
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Practice
Noise is not leverage. Build the position first.
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Practice
Ask while the legal question is still boring.
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Guide · Severance
A six-stage sequential walkthrough for executives and individual contributors, from before the conversation through to the post-signing window.
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Guide · Employers
Six modules covering hiring, contractor structure, workplace policies, performance and discipline, terminations, and dispute response.
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Employment
The role may be exciting. Give the termination, compensation, bonus, restrictions, and IP clauses a colder read before signing.
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§ Start an employment matter
Whether you are an employer weighing a termination or an individual reviewing severance, a consultation ends with a clear read and a recommended next step.
Toronto · Ontario