Employee Breach of Contract Policy

Simplebooklet Marketing Inc. | Approved December 1, 2024

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1. Purpose

This policy defines the procedures and consequences related to breaches of employment contracts at Simplebooklet Marketing Inc. It is intended to protect the organization's interests while ensuring fair and consistent treatment of all employees.

2. Scope

This policy applies to all employees of Simplebooklet Marketing Inc., regardless of role, seniority, or contract type, including full-time, part-time, and contract employees.

3. Definitions

Breach of Contract: A violation of any term or condition set out in an employee's employment agreement, including but not limited to duties, confidentiality obligations, and non-compete clauses.
Material Breach: A significant violation that goes to the core of the employment contract and may justify immediate disciplinary action or termination.

4. Examples of Breaches

Unauthorized disclosure of confidential or proprietary company information
Failure to perform duties as outlined in the employment agreement
Violation of non-compete or non-solicitation clauses
Misuse or misappropriation of company assets or intellectual property
Conduct that is in direct conflict with agreed-upon contractual obligations

5. Reporting and Investigation

5.1 Reporting

Any suspected breach of contract must be reported promptly to HR or the employee's direct manager. Reports should include relevant documentation and a description of the alleged breach.

5.2 Investigation

Upon receiving a report, HR will conduct a thorough and impartial investigation. The employee in question will be notified and given the opportunity to respond. Investigations will be completed in a timely manner and all findings will be documented.

6. Consequences of Breach

6.1 Minor Breaches

Minor breaches may result in a formal warning, performance improvement plan, or other corrective action as determined by HR and management.

6.2 Material Breaches

Material breaches may result in immediate suspension, termination of employment, and/or legal action to recover damages. The company reserves the right to pursue all available legal remedies.

7. Employee Rights and Appeals

Employees who are subject to disciplinary action under this policy have the right to appeal the decision. Appeals must be submitted in writing to HR within ten (10) business days of receiving the disciplinary notice. An independent review will be conducted and the outcome communicated to the employee in writing.

8. Preventive Measures

Employees are required to:

Review their employment contracts upon hiring and whenever amendments are made
Attend any mandatory compliance or contract-awareness training provided by the company

Managers are responsible for:

Clearly communicating expectations and contractual obligations to their team members
Monitoring compliance with contractual terms and escalating concerns to HR as appropriate

9. Review and Updates

This policy will be reviewed annually to ensure it remains current, effective, and aligned with applicable laws and organizational needs.

10. Approval

Approved by: Scott Brownlee
Date: December 1, 2024

Updated on: 08/09/2026

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