Restrictive covenants in employment contracts are enforceable where reasonable in scope, duration, and geography and protect legitimate proprietary interests such as trade secrets or customer connections.
employment
Employee/independent contractor characterisation is determined by the legal rights and obligations in the written contract, not the totality of the relationship.
HCA confirmed that employee/contractor distinction is determined by contractual terms alone, rejecting the multi-factorial totality-of-relationship test.
A casual employee's status is determined by the contractual terms at engagement; regularity of work pattern does not transform casual employment into permanent employment.
Get a detailed analysis of Smile Inc Dental Surgeons Pte Ltd v Lui Andrew Stewart and how it applies to your situation.
Explain Smile Inc Dental Surgeons Pte ...