Is affirmative hiring illegal in Germany? Saw this ad: https://stackoverflow.com/jobs/565648/women-in-tech-all-levels-at-sustainable-start-finn With the headline: &quot;Women in Tech - all levels - at sustainable start-up (f/x) - Munich or Remote&quot; Wondering if only hiring f/x would be legal in Germany?
No, it’s not legal, § 7 Ⅰ | 1 AGG (“employee” includes applicants, § 6 Ⅰ 2 AGG), unless the the job requires a certain sex, § 8 Ⅰ AGG, example: porn actor. If you’re a good lawyer, you can argue that a women’s shelter hires females only, but only as far as the specific position includes interaction with patrons (i. e. janitor, or accountant must still be open to everyone). Advertising unwarranted gender-discriminatory positions is already illegal, § 11 AGG. There are some people who abuse their legal rights and apply for such a position, include a discreet statement about their sex, and after receiving a rejection file a lawsuit for damages, § 15 AGG, usually 3 months worth of wage.
In general, in the US, employers have very wide latitude in how they decide whether or not to hire someone. There are specific factors like race, sex, national origin, disability status, etc, on which they cannot discriminate, but otherwise they can do as they please. It would be perfectly legal for a company to decline to hire you because you had previously sued them.
Under U.S. federal law, and under the few state laws of which I am aware, it is not unlawful to expand a pool of applicants based on a protected class such as race, age, sex, etc., but it is unlawful to select an applicant for employment based on a protected class. An advertisement could lawfully encourage applications by persons having certain protected attributes (e.g., born and raised in South America; Native American; Veteran; transgender) in order to diversify the workforce, but it could not lawfully suggest that hiring preference would be given to applicants with those protected attributes. That's a fine line, and it's easy for an employer to cross it, either willfully or inadvertantly. It's best--from both a practical and a legal perspective--to determine the hiring criteria and process before seeking applicants; and to separate that screening process from the advertising process. The advertising process could, for example, target underrepresented groups as long as it did not preclude other persons/groups from learning about or applying for the opportunities.
To do so I used some images and Gifs which may be under copyright but since I don't earn money for myself and there is no company backing me I was hoping that there is some protection for private persons like me who just want to showcase the project. Sorry. If your website is public facing (i.e. not password protected and available only to family and close friends), you need to follow copyright law. There is no exception to copyright just because a project is run by an individual for non-commercial purposes. I am also insecure about the GDPR regulations since I give users the ability to create an account and try it out. Your profile says you're in the EU. Then you need to comply with the GDPR. Is there any way to protect me against greedy lawyers and companies? Could I write something like: "This website is a peace of art" and save myself with arguments like "artistic freedom" or "free speech"? Nope. A controversial website run by Peter Sunde had at one point a "free speech" disclaimer (similar to the one you propose) posted. However, Sunde did never use this defense in court: Finnish court slaps Peter Sunde with €350k fine. If he had shown up in court, I am pretty sure the court would have told him that such a disclaimer has no legal merit. The only protection that will make you completely safe is to adhere to the law.
The general rule is that the author of the software owns the copyright, so that would be the student. This is regardless of whether the student writes the code for fun, or for a thesis. If a student is hired to write that code, then it kind of depends on the university rules, and who hires the student. In the case of a "work for hire", the employer owns the copyright. However, it is non-trivial to determine whether that principle is applicable in the case of a student hired by the university. In part, it depends on which country this is in because work for hire laws are not exactly the same everywhere, and in part it depends on the details of the employment my a university. In a typical US institution RA appointment, it would come down to university policy – some universities declare that copyright in all student-written software is retained by the student. You would need to look for something resembling an "IP Policy" – here is a sample, note that such policies are subject to revision.
Is this legal? Generally yes, unless it unlawfully exceeds the scope of the license. Also, if it is, how can I check if it's permitted by the original store's EULA? Read the whole EULA, focusing on terms related to resale, assignment, and transferability.
Would the following advert be illegal currently? The advertisement is lawful everywhere except maybe in jurisdictions with a heavy theological/religious component. In all likelihood, an advertisement that only lists flights within the US and is directed &quot;[t]o the guy who's got a girl in every city&quot; is meant for the US market rather than the Haredim (in Israel) or their Islamic counterparts, let alone the Taliban. What specific laws would it disobey and why? In some trends of Judaism women have an obligation to cover their natural hair when in public. Likewise, women in Iran must wear a hijab. This implies that, already from the &quot;hair&quot; standpoint, all women in the advertisement except maybe &quot;Your Dallas darling&quot; would be in violation of the law. This might soon stop being the case in Iran, given the recent or ongoing protests after the morality police's killing of a woman who defied the hijab law. Hair matter aside, models' outfit in most or all photos in the advertisement would be in violation related laws in those jurisdictions. The violations are in the sense of &quot;indecent exposure&quot;. Someone knowledgeable in the laws of Iran, of other orthodox Islamic countries, or of Israel's legal framework would be able to identify the specific statutes or religious-legal principles at issue. Ultimately, those prohibitions are premised on the Talmud (in the case of Judaism) and the Sharia (Islam).
Generally speaking, no: Sex is a protected characteristic and discriminating between applicants based on a protected characteristic is prohibited so an employer is not free to hire only men or women simply because they would prefer to. But there are exceptions, like “occupational requirements” (which is probably what your athlete example is getting at). And, looking at the example you provided, it might - with a caveat - fall under an exception called “positive action”, as provided in section 158 and 159 of the Equality Act. However, the conditions under which this is allowed are tightly regulated and it would come down to the specifics (e.g. whether the number of women in that activity is “disproportionately low”). The caveat is that the Equality Act specifies that the protected characteristic (i.e. sex/gender in this case) can only be taken into account when choosing between two equally qualified candidates. I don't know whether this was ever tested in court but this would probably preclude advertising a position as “women-only” (as opposed to soliciting applications from both men and women and then selecting a woman with the explicit goal of increasing the number of women in your department). The Government Equalities Office guide on positive action also contains language strongly suggesting that limiting the search to women from the get go might not pass muster: Positive action can be used at any time in the recruitment or promotion process. […] However, it is expected that, in the vast majority of cases, any use of positive action as a ‘tie-breaker’ between candidates who are of equal merit for a particular post will be at the end of the recruitment process, at the actual point of appointment. […] In order to use positive action provisions in a tie-breaker situation, the employer must first establish that the candidates are of equal merit. Note that there is no such “equally qualified” clause in section 158, which deals with everything else than recruitment and promotion. Thus, it is perfectly fine to create a training programme that would be only open to women, if the goal is to increase the proportion of women in an activity where it is disproportionately low (an example provided by the same guide is a development programme “to help female staff compete for management positions”). Incidentally, all this is allowed under EU law (articles 5 and 7 of Directive 2000/78/EC).