75

There are two parts to copyright liability: civil and criminal. TL;DR: both cases are criminal offences, and it is illegal to break the law even when you are paid to do it. In the USA criminal copyright infringement requires a deliberate act to infringe copyright for commercial gain. Both of the scenarios meet these requirements. In the UK (and probably ...


41

The EEOC web site has much information on this topic including summaries of close cases that have been decided in court. To determine whether allowing or continuing to permit an employee to pray, proselytize, or engage in other forms of religiously oriented expression in the workplace would pose an undue hardship, employers should consider the potential ...


28

You might find the legal concept you're looking for is that of a Bona Fide Occupational Qualification (BFOQ). I am probably glossing over some subtleties but my understanding is that you can discriminate against protected classes in some (all?) cases as long as you can show that it's related to a genuine qualification for the job. I don't know whether this ...


28

I'm in the UK. I have been put in both these scenarios in times past. For the first I stood up to the boss and point-blank refused to do it, giving reasons. The atmosphere was tense for a couple of days, then he apologised and thanked me for taking the moral (and legal) high ground. The second was a little trickier, I still said I would not install hooky ...


18

Given that they told me I would get back pay and I worked conditional on that information, am I entitled to it? You are entitled to backpay in accordance with the terms you accepted from HR. The employer's refusal to pay you from October 1st is in violation of Austria's Allgemeines bürgerliches Gesetzbuch at § 860a. At this point you have fully complied ...


15

In england-and-wales there is no legal requirement, in the private sector, to advertise vacancies and employers can recruit whoever they choose as long as they do not commit unlawful direct or indirect discrimination and follow their own internal HR policies. Re: In the western hemisphere is it quite legal for employers to do things like... Exclude close ...


12

If Hooters could prove that you never intended to accept the job, that would establish that you did not suffer any damages. You might also be charged with having abused the process of the court, and perhaps with perjury if you had said under oath that you did intend to take the job. If you already had a better-paying job, that would be evidence casting doubt ...


9

If being able to distinguish colors is a bfoq - Bona Fide Occupational Qualification - then you may ask about it or test it and disqualify people from hiring based on the results. In fact, a Jury found that color vision is a BFOQ for police but demanded accommodation and in that case the Appeals court denied accommodation is necessary. Other courts found ...


8

IQ level is not a protected class and so using it to discriminate between job applicants is not illegal per se. However - in the U.S., studies have shown that self-identified blacks score around 15 points lower than self-identified whites, on average. If your use of IQ to discriminate between applicants reflected this disparity - and did not represent a ...


8

Probably not In order to establish negligence as a Cause of Action under the tort of negligence, a plaintiff must prove that the defendant: had a duty to the plaintiff, breached that duty by failing to conform to the required standard of conduct (generally the standard of a reasonable person), the negligent conduct was the cause of the harm to the ...


7

To file a lawsuit, you'd need to fulfill the proper BFOQ of the job offer that have been listed with the job offer. These can and will in some cases include gender or looks, especially in modeling. A more in-depth look I found in this paperN as well as the Duke Journal of Gender Law & Policy Let's look at some examples that are all legal: A man is ...


7

Up to then I'd assumed that custom & practice processes like: Your assumption is just plain wrong. Businesses are free to run their affairs in whatever way they deem best (within normal legal boundaries). That includes hiring and firing UNLESS the employee is part of a specific protected class or category. In the western hemisphere in general everything ...


6

Yes: It is legal to deny someone a job as a priest because he is an atheist. Churches are allowed to discriminate in employment based upon religion. See, for example, the EEOC compliance manual. This says, in the pertinent part (citations included after the quoted material): C. Exceptions Religious Organizations Under Title VII, religious ...


6

What §670 BGB basically says is that the default is that companies have to reimburse you for expenses that you incurred for interviewing with them. If they don't want to reimburse you, they have to tell you so in writing before you incur any costs. That way it's your decision if you still want to go if you have to pay for expenses yourself. It does not mean ...


6

You do have freedom of conscience but you do not have a blanket right to refuse work you were ordered to perform. You have to perform work you were ordered to perform. If you refuse, you can get an Abmahnung (disciplinary letter). A second Abmahmung would be grounds for firing. The Abmahnung is invalid if the work you refused would have been unreasonable – ...


6

Firstly: that depends on the jurisdiction. It might not even be possible at all for employers to attempt to sue their own employees for damages caused by negligence. Even terminating an employment contract for reasons of negligence is quite difficult in many jurisdictions. Second, if it is possible, the question is wether such legal proceedings could be ...


6

There are, as far as I know, no "FDA-approved" vaccines against covid in the US. The FDA has given Emergency Use Authorization to some vaccines. This does not currently include the Johnson & Johnson vaccine. It is impossible for a person to get the J&J vaccine in the US, because it is not authorized, and J&J does not distribute it. One ...


6

Laws on such matters vary. Countries in South America, say, are likely to have different laws than the US will. Indeed Canada's employment laws differ significantly from those of the US. There are differences between states within the united-states as well. That said, I do not think any state in the US has legal requirements similar to those suggested in the ...


5

Not very nice of the employer, actually quite cowardly. Being not nice and cowardly is not against the law. Being in the EU, and having been employed for ten years, the company will have duties to find a different position in the company at the same pay, and only when that fails, the employee can be laid off and will have a reasonable amount of notice, ...


5

The real question isn't whether there is a law, but whether you want to keep your job. If you want to do something that you believe will affect your company negatively, and you ask whether it's legal or not, the question alone should show you it's a bad idea. And another question is whether you can be sued, and what it will cost you even if you can win a ...


5

There are two kinds of evidence for discrimination. The primary evidence is direct, that is, statements by an employer, for example "We need to make sure not to hire a ___ for this position". The act of hiring a person that has a certain demographic property is never evidence for discrimination, because discrimination law treats all races and religions (etc) ...


5

The DAAD has published a summary of the legal constraints when working as a foreign student in Germany. While the document is only available in German, it is complete and rather authoritative. I summarize the main points here. On a student visa, you are eligible for 120 full days or 240 half days in accordance with §16b (3) AufenthG. This is a legal ...


5

No First, there does not appear to be unlawful discrimination: there is nothing to suggest that you are a member of a protected class and were terminated because of that. Second, you were given no reason for your dismissal so your employer is not claiming you were terminated for just cause. So, in BC, an employer "can end an employee's job by giving ...


4

In the first instance, employers generally set wages based on the job description: a janitor is paid a janitor's wage and a surgeon is paid a surgeon's even if the janitor is a qualified surgeon. The amount of these wages are, broadly speaking, set by a combination of minimum wage laws and economic market forces. People get paid different amounts for ...


4

Such a clause must be presented before or at the same time the offer is made. The (somewhat new) law NH RSA 275:70 says Any employer who requires an employee who has not previously been employed by the employer to execute a noncompete agreement as a condition of employment shall provide a copy of such agreement to the potential employee prior to the ...


4

According to German Law (§ 69b UrhG), the employer acquires the copyright on the software, if writing the software was the purpose of your employment (ie. you were hired as a software developer and not an accountant etc.). Even though work-for-hire does generally not apply in Germany, in this case you'll probably not be able to ask for the source code.


4

"Nexus" means "connection". A "causal nexus" in this context is a connection that causes harassment at work. There isn't any bright line dividing behavior on personal term that does or does not meet this test. The law does't work that way. Instead, there is a fairly vague test (in legal theory this is called a "standard" as opposed to a "rule") and there ...


4

Employers in CO and at least 43 US states cannot lawfully fire an employee for reporting a crime to the police, or calling 911. It falls under the public policy exception to at-will employment. Some examples or this are covered here. https://www.bls.gov/opub/mlr/2001/01/art1full.pdf Two examples of statutory text, but most will fall under case law. ...


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