This holiday season, we’re offering web policies and cookies policies starting at the low price of $500 (plus applicable taxes). Our web policies are suitable for small businesses, start-ups, sole proprietorships and registered businesses. Our business attorneys will work with you to create bespoke policies that reflect the values of your company. Reinforcing your company’s online presence through web policies protects your company from misuse, copyright infringement, and disputes. Get in touch with one of our Vancouver business lawyers today.
Saidi Law Corp is also proud to offer incorporation packages starting from $1000 (plus applicable taxes). Our incorporation packages include NUANS name search/ provincial name searches, incorporation application fees and articles of incorporation for your new company.
We look forward to helping your business get into gear for the New Year. Call us today at 604-608-9133 or toll free at 1-800-930-9986.
Promotional pricing for our holiday deals ends on January 7 2020.
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.