Employment Agreement Template

EMPLOYMENT AGREEMENT

Full-time Employment · Province Of Ontario, Canada

This Employment Agreement (this "Agreement") is entered into as of April 1, 2026 by and between Maple Leaf Technologies Inc. (the "Employer") and Sarah J. Thompson (the "Employee"). The Employer agrees to employ the Employee, and the Employee agrees to accept employment, on the terms and conditions set forth below.

The Employer hereby employs the Employee in the position of Senior Software Developer in the Engineering department, reporting to VP of Engineering. The Employee shall faithfully and diligently perform all duties and responsibilities associated with this position and such other duties as may be reasonably assigned by the Employer from time to time. The Employee shall devote their full working time and attention to the Employer's business during working hours and shall not, without the Employer's prior written consent, engage in any other employment or business activity that conflicts with the Employee's duties or the Employer's legitimate business interests. The Employee represents that they are legally entitled to work in Canada and shall maintain that entitlement throughout employment. The primary work location shall be: 123 Bay Street, Suite 4500, Toronto, ON. This Agreement is subject to the minimum standards prescribed by the Employment Standards Act of the Province of Ontario, and nothing herein shall be interpreted as contracting below those standards.

The Employee shall receive a gross annual salary of 95,000.00 CAD, payable on a bi-weekly basis, subject to all applicable statutory deductions including Canada Pension Plan (CPP) contributions, Employment Insurance (EI) premiums, and federal and provincial income tax withholdings. The Employer shall provide the Employee with a pay statement for each pay period in accordance with the Employment Standards Act of Ontario. Compensation will be reviewed periodically in accordance with company policy.

The Employee's standard hours of work shall be 40 hours per week, generally scheduled Monday to Friday. Overtime hours, if any, shall be compensated in accordance with the overtime provisions of the Employment Standards Act of Ontario. The Employer reserves the right to reasonably modify work schedules with appropriate notice, subject to applicable legislative requirements.

The Employee shall be subject to a probationary period of 3 months commencing on the start date of employment. During the probationary period, the Employer may assess the Employee's performance, skills, and suitability for the position. The Employer may terminate this Agreement during the probationary period with such notice as is required by the applicable Employment Standards Act. Upon successful completion of the probationary period, the Employee shall be confirmed in the position. Performance reviews during probation shall be conducted as follows: At 45 days and 90 days.

The Employee shall be entitled to 3 weeks of paid vacation per calendar year, accruing from the start date, to be taken at times mutually agreed upon with reasonable notice. Vacation pay shall be calculated at a rate of not less than 6% of the Employee's gross wages earned in the applicable entitlement year, in accordance with the Employment Standards Act of Ontario. The Employee is additionally entitled to all job-protected statutory leaves of absence under the applicable Employment Standards Act — including sick, family-responsibility, bereavement and parental leave; in Ontario, this includes the 27-week unpaid long-term illness leave added by the Working for Workers Six Act, 2024 (in force June 19, 2025). The Employee shall also be entitled to 10 paid sick/personal days per year. Unused sick days shall not be carried over or paid out unless otherwise required by applicable legislation. Note: some provinces mandate paid sick leave — for example, British Columbia provides 5 paid sick days per year under the Employment Standards Act, R.S.B.C. 1996, c. 113, s. 49.1 (in force since January 1, 2022).

The Employee shall be eligible to participate in the Employer's enhanced group benefits plan, subject to the plan's terms, conditions, and eligibility requirements. Benefits coverage shall commence after a waiting period of 90 days from the start date. The Employer reserves the right to modify, amend, or discontinue any benefit plan at its discretion, subject to applicable legal requirements and obligations to provide reasonable notice of material changes. The benefits plan does not form a term of this Agreement and may be amended without creating an obligation to compensate the Employee for any reduction in benefits.

(a) Termination without cause by the Employer: The Employer may terminate this Agreement without cause — subject to the Employment Standards Act and its prohibitions on termination by way of reprisal or during a protected statutory leave — by providing the Employee with the greater of (i) 8 weeks' written notice or pay in lieu, and (ii) the minimum notice (and, where applicable, severance pay) required under the Employment Standards Act of Ontario for the Employee's length of service. This entitlement is intended to be inclusive of, and to displace, any common-law reasonable notice (the "Bardal" entitlement, which for longer-service employees can reach up to 24 months). In Ontario, statutory notice is set by ESA s. 57 (one to eight weeks) and severance pay by ESA s. 64 (employees with five or more years of service where the employer's annual payroll is $2.5M or more). During any period of statutory notice, the Employer shall continue the Employee's wages and benefit-plan contributions as required by the ESA.
(b) Termination for just cause: The Employer may terminate immediately, without notice or pay in lieu, for just cause at common law. The Employee nonetheless remains entitled to the ESA minimum notice and severance unless the Employee has been guilty of wilful misconduct, disobedience or wilful neglect of duty that is not trivial and has not been condoned (O. Reg. 288/01 under the ESA).
(c) Resignation by the Employee: The Employee may resign on 2 weeks' written notice. The Employer may waive the notice period and pay it out.
(d) ESA floor (saving provision): If any part of these termination provisions is or becomes inconsistent with the ESA, the Employer's obligation is the ESA minimum and the provisions shall be read to comply with the ESA in all respects; the parties intend the termination provisions, read as a whole, to comply with the ESA (acknowledging Waksdale v. Swegon North America Inc., 2020 ONCA 391, leave to appeal to the SCC denied).
(e) Return of property: On termination for any reason, the Employee shall immediately return all Employer property, devices, access credentials, confidential documents and materials.
(f) Temporary layoff: The Employer may place the Employee on temporary layoff in accordance with, and for no longer than permitted by, the applicable Employment Standards Act; a layoff within those statutory limits does not constitute termination of this Agreement.

Confidentiality: During employment and at all times thereafter, the Employee shall hold in strict confidence and not disclose any Confidential Information of the Employer, including trade secrets, business strategies, client lists, financial information, technical data and any information not generally available to the public, and shall handle any personal information in accordance with the Personal Information Protection and Electronic Documents Act (PIPEDA), S.C. 2000, c. 5, and applicable provincial privacy law.
Intellectual property: All work product, inventions, improvements and intellectual property created by the Employee in the course of employment vest in and belong exclusively to the Employer, and the Employee shall execute any documents needed to perfect that ownership and (to the extent permitted) waives moral rights in it.
Non-solicitation: For twelve (12) months after employment ends, the Employee shall not solicit the Employer's clients or personnel with whom the Employee dealt; non-solicitation covenants are generally enforceable in Canada when reasonable.
Non-competition: Non-compete covenants are void for most employees in Ontario under ESA s. 67.2 (added by the Working for Workers Act, 2021), except for an executive or on the sale of a business; this Agreement therefore relies on confidentiality and non-solicitation rather than a non-compete.

The Employee shall comply with all Employer policies, including the Employer's workplace conduct, anti-harassment, and health and safety policies. The Employer is committed to providing a workplace free from discrimination and harassment in accordance with the applicable provincial human rights legislation (including the Human Rights Code, R.S.O. 1990, c. H.19 in Ontario and equivalent provincial codes) or, for federally regulated employers, the Canadian Human Rights Act, R.S.C. 1985, c. H-6. Violations of these policies may result in disciplinary action up to and including termination for just cause.

This Agreement shall be governed by and construed in accordance with the laws of the Province of Ontario and the federal laws of Canada applicable therein, including the applicable Employment Standards Act. Nothing in this Agreement shall be interpreted as limiting or contracting out of any minimum employment standard prescribed by applicable legislation. In the event of any conflict between this Agreement and any applicable employment standard, the applicable minimum standard shall prevail.

Entire Agreement: This Agreement constitutes the entire agreement between the parties with respect to the Employee's employment and supersedes all prior representations, negotiations, and agreements. Amendment: No amendment shall be valid unless in writing and signed by both parties. Severability: If any provision is found to be invalid or unenforceable, the remaining provisions shall remain in full force and effect. Survival: To the extent applicable, the Employee's obligations relating to confidentiality, intellectual property, non-solicitation and return of Employer property survive the end of employment. Notices: Any notice under this Agreement shall be in writing and delivered personally, by email to the address on record, or by prepaid mail to the party's last-known address, and is deemed received on delivery or, if mailed, on the third business day after mailing. Electronic Execution: This Agreement may be executed electronically. Electronic signatures are valid and binding under the applicable provincial electronic commerce legislation. Counterparts: This Agreement may be executed in counterparts, each of which shall constitute an original. Acknowledgment: The Employee acknowledges having received this Agreement before the start date, having had sufficient time to review it and to obtain independent legal advice, and — where this Agreement is signed on or after the start date — that the Employer has provided fresh and valuable consideration for the Employee's agreement to its terms, the receipt and sufficiency of which the Employee acknowledges.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date indicated.