Since we have launched Small Business Sundays Tips, we have been contacted by clients inquiring about purchasing franchises in Canada notwithstanding residency requirements. We have also received inquiries from clients trying to determine whether they should turn their registered businesses into incorporated companies. The inquiries received range from corporate inquiries to tax inquiries.
In providing an avenue for our clients to have some of their questions answers, we have created a platform on our website titled #smallbusinesssundays. Our Small Business Sundays tips can also be found on our instagram, twitter, and facebook accounts, making our tips accessible when you’re on the go.
Our tips are posted each Sunday and range from topics such as taxation, corporate tips, commercial tips, trade-mark tips, and many other topics.
We will continue to work with our clients to post tips and tricks on topics which are pertinent to everyday businesses.
Get in touch with one of our legal representatives to propose your topic of interest.
Saidi Law Corporation continues to expand its services in order to provide premium representation in the lower mainland.
We offer the following services:
To learn more about our services, please visit our Services page or contact us at firstname.lastname@example.org.
Franchising in Canada has become more lucrative than ever. Canada’s franchise industry is expected to expand exponentially in the next five years.
Franchising has particularly become popular in the food and textile industry.
Other sectors in franchising that have gained traction are the commercial and residential sectors, the education and educational products sectors, and the retail sector.
As franchising opportunities require ongoing communication between the franchisor and franchisee, our services focus on building key relationships between franchisors and potential franchisees.
Partnerships between franchisors and franchisees require clear and comprehensive franchise agreements. A single clause can cause confusion, and may end in a legal dispute.
Typical franchise agreements involve clauses on support services or systems that the franchisors provide to the franchisee.
Other clauses must include provisions on the oversight of brand advertising, marketing, and staffing.
As a franchisee in Canada, you will need to understand the ramifications of operating as an independent small business owner. As an independent business owner, you will need to consider extensive operations, management, your franchise location, day-to-day operations, training, scheduling, CRA and tax obligations, employee hiring, HR, and wages.
Although franchises usually offer great benefit, there are other factors to contend with, particularly when large investments are at stake.
To learn more about franchising in Canada, visit our article on franchising.
As gas prices reach an all-time high in Vancouver, more BC residents have opted to purchase their gas in the U.S. Duty-free shopping, wholesale-priced groceries, and lower-priced spirits have also been attractive factors.
As the move towards shopping in the U.S. becomes increasingly lucrative, it has become ever more prudent to review tariffs and duties on goods prior to leaving and returning to Canada.
The length of your absence from Canada will dictate the quantity and cost of goods you will be able to bring back to Canada, along with any personal exemptions you may be entitled to.
Travelling to the U.S. for more than 24 hours
If you’re travelling to the United States for longer than a day, you can claim goods worth up to $200 CAD.
Tobacco and alcoholic beverages are not included in the exemption.
Travelling to the U.S. for more than 48 hours
With respect to alcoholic beverages, Canadian residents are eligible to bring back either of:
As CBSA regulations change from time to time, it’s important to review CBSA’s website prior to your departure.
As BC prepares for the federal government’s instatement of the Cannabis Control and Licensing Act (“Act”) on October 17, 2018, the line between workplace conduct, cannabis, and drug testing in the workplace, has become blurred.
While the Act contains provisions on the use of cannabis, it is evident that the Act will require greater clarity on cannabis and drug testing in the workplace.
As the Act is not yet in force and effect, it will become a growing concern for employers and HR departments alike.
Drug testing in the workplace highlights grey areas of human rights and employment law.
For example, there is a lack of reliable instruments to test cannabis in the blood or through urinalysis. In addition, drug tests do not always have the ability to detect when an employee is under the influence of a drug at the time the test is administered.
Above all, the administration of a drug test can pose conflicts in the workplace.
While safety and security will always be primary concerns of BC employers, drug tests will pose a number of challenges.