You should consider licensing requirements (e.g. business license, liquor license) and the structure of your business (e.g. proprietorship, partnership, incorporation) and your business name.

The factors will depend on the structure of the business (e.g. corporation), nature of the business and the partners. Generally you will want to consider the scope and nature of partners’ relationship, the conduct of the affairs of the business, financing, restrictions on transfer/right of first refusal, dispute resolution/compulsory buy-out, obligation to join in a sale and piggy-back rights, obligation to purchase/obligation to sell, indemnification and discharge of guarantees, insurance policies, sale on death, wills/alter ego trust, remedies on default and family law considerations.

You may be entitled to compensation under the Employment Standards Act and may be entitled to additional compensation under common law principles. The amount depends on many factors including the years of employment, age and position.

You will have to comply with any agreement, the provisions of the Employment Standards Act and common law rules. So the procedure will depend on which of those factors apply.

Your employment contract should have terms specifying how you will be paid and any benefits you may be entitled to, hours of work, the notice that employer and employee have to give to terminate the agreement and expectations of the employee’s conduct.

That depends on the nature of your business, its structure (if it is incorporated), if you are getting paid and what the potential taxes. How to transfer the business will depend on what your goals are.

Disbursements are out-of-pocket expenses for things like filing fees with the court or land title office. Other charges include costs for things like photocopying. Legal fees are the costs you are paying the lawyer for their time.