Lau v. Royal Bank of Canada
Co-counsel for respondent account manager in this leading employment law decision on the availability of aggravated damages following wrongful...
Employment law matters often entail difficult issues. Dealing with these issues can be stressful and time is often of the essence. The experienced lawyers of Eyford Partners can help you to get ahead of the problem and take steps to protect your interests.
Based out of Vancouver and Kelowna, our employment lawyers act for both employees and a broad range of employers, from entrepreneurial startups to established public companies. Our clients’ interests drive all that we do; we take every step to help them to resolve these disputes and obtain the best possible result.
We work closely with businesses in BC and operating across Canada and internationally to help them to protect their commercial interests, their confidential information, and their public reputation. In every case, our priority is to deliver efficient results in line with your commercial objectives.
Our lawyers are skilled negotiators and confident advocates in arbitration and mediation. Beyond protecting your finances, we will work with you to protect your company’s good name. We’ll help you to draw a line under this dispute so that you can return your focus to running a successful enterprise.
Dismissing an employee is never an easy decision. You may have valid concerns about whether a dismissed employee will become a direct competitor, whether this event might damage your standing in the market, or whether the employee will abscond with confidential information or intellectual property. How you go about letting an employee go can have direct ramifications on the legal risks to your business and the compensation to which an employee is entitled. We can provide you with knowledgeable advice about to protect your business from litigation risks. As with all employment law matters, there is an advantage in obtaining sound advice early on, before complications multiple.
If your business is looking to hire someone, you may need to ensure that they are not bound by a non-compete clause. If you are looking to take on a new partner, member, or co-owner we can help you to structure this arrangement.
Employment cases can be complex. Often, they do not fit neatly into discrete categories. With capabilities across a range of litigation matters, and for a diverse spectrum of industries, our litigators are equipped to help you reach a favourable solution.
We advise employers on a wide range of matters, including:
Our practice focuses on representing executives, owners, board directors, partners, managers, and entrepreneurs. If you have questions about your compensation or severance package, the contract on the table, or the terms of a non-compete agreement, you can depend on Eyford Partners for clear answers. We educate our clients as to their legal rights, while taking every step possible to strengthen their position. While the majority of these claims are settled through negotiation or mediation, should it come to court our litigators have the skill and experience to advocate for your position.
If you have been wrongfully dismissed or if you have faced unjust treatment at work, we can offer steadfast advocacy and well-balanced advice. These issues are often distressing, which makes it all the more important to avoid acting hastily, to take a breath and obtain sound legal advice. We listen carefully, so that we understand our clients’ concerns and priorities and, in turn, we clearly explain the situation and the available options, so that they can make an informed decision about which route to take. Our lawyers have experience in matters pertaining to the British Columbia Human Rights Tribunal and The Workers’ Compensation Board of British Columbia (WorkSafeBC).
As advocates for our clients’ best interests, we do all that we can to help them to secure the best possible outcome.
We assist clients with:
The BC Supreme Court recently considered the enforceability of a non-competition clause in a share purchase agreement and whether...
Are post-employment restrictive covenants effective to prevent an employee from commencing or continuing employment with a competitor? Not if...