It's common for an employer to do some background checks, and the types will depend on the kind of job you're being hired to do. The background checks should be reasonably connected to the job duties. For example, a credit check is normally only done for employees that will be signing authorities on bank accounts, have access to company funds through a credit card, or will know sensitive financial details. 

A common employer benefit is a registered retirement savings plan (RRSP) matching program. The employee can contribute to their savings plan and the employer will match their contribution up to a certain amount. 

Stock options are the right given to an employee to buy shares in the company for a certain price. For example, the option could be given to buy shares in the company for $2 a share. If the value of the shares rise to say $10, the employee makes $8 a share. Stock options can be given whether the employer is a public company with shares listed on a stock exchange, or a private company without publicly traded shares. Stock options are normally given to just senior or executive employees.

Equity compensation plans include a variety of share based compensation that ties the company's performance to the amount of money the employee gets. For example, these plans can include restricted share units (RSUs), performance share units (PSUs), deferred share units (DSUs), or restricted stock. If you've looked into these equity compensation plans for your employees and they may be a part of this job's pay, select this option. Equity compensation plans are normally only given to senior or executive employees, but they are sometimes given to other types of employees as well. 

Profit participation plans are when the employee gets a certain amount of money based on the profit the company makes in the year. If the company makes enough in the year, the employee gets a percentage of the profit. Profit participation plans (sometimes also called profit sharing plans) are usually only given to senior or executive employees, but that's not always the case. WestJet, for example, is famously known for having a profit sharing plan for most of its employees.

Bonuses are a common part of employee compensation. Usually at the end of the year, if the employee has done well he or she will get an extra amount of pay known as a bonus. Bonuses are sometimes tied to company performance too. 

For example, the employee would not be allowed to offer a job to your other employees and contractors. The employee would also not be allowed to ask your customers for their business. This protects you from losing valuable team members and customers.

Non-solicitation promises are more likely to be upheld by a court than a non-competition promise.

For example, your employee would not be allowed to start a business that competes with you. Also, the employee would not be allowed to take a job with your competitor or provide the competitor with services.

Non-competition promises are more difficult to enforce and courts may overturn them if they restrict the employee too much. They are also often only applied to key or more senior employees that can actually have a meaningful impact on the employer if they unfairly compete. If you choose this option, we'll help you to decide on some points that will make the promise more likely to be enforced.

Under employment law, all employees are expected to keep their employer's sensitive information confidential. So, that promise is already a part of your employment obligations. But sometimes employers want to add strict confidentiality promises into the Employment Agreement. If that's the case for you, to protect you we'll add in some employee friendly terms and put a limit on how long your confidentiality obligation goes on.

For example, you would not be allowed to offer a job to your other co-workers. You would also not be allowed to ask your employer's customers for their business. 

If you're asked to give a non-solicitation promise and agree to it, we'll add some employee friendly terms to protect you from the obligations going too far. 

Non-solicitation promises are more likely to be upheld by a court than a non-competition promise.

For example, you would not be allowed to start a business that competes with your employer. Also, you would not be allowed to take a job with a competitor of your employer or provide the competitor with services.

If you're asked to give a non-competition promise and agree to it, we'll add some employee friendly terms to protect you from the obligations going too far. 

Non-competition promises are more difficult to enforce and courts may overturn them if they restrict the employee too much. They are also often only applied to key or more senior employees that can actually have a meaningful impact on the employer if they unfairly compete.