Can I hire a resident of Iran in USA to work remotely? I have a start-up and I want to know if I can hire a ux designer from Iran in my company or not?
Under US regulations pertaining to Iran sanctions, §560.201, Except as otherwise authorized pursuant to this part, and notwithstanding any contract entered into or any license or permit granted prior to May 7, 1995, the importation into the United States of any goods or services of Iranian origin or owned or controlled by the Government of Iran, other than information and informational materials within the meaning of section 203(b)(3) of the International Emergency Economic Powers Act (50 U.S.C. 1702(b)(3)), is prohibited. where that acts grants the President the authority to regulate various things but The authority granted to the President by this section does not include the authority to regulate or prohibit, directly or indirectly... the importation from any country, or the exportation to any country, whether commercial or otherwise, regardless of format or medium of transmission, of any information or informational materials, including but not limited to, publications, films, posters, phonograph records, photographs, microfilms, microfiche, tapes, compact disks, CD ROMs, artworks, and news wire feeds. The exports exempted from regulation or prohibition by this paragraph do not include those which are otherwise controlled for export under section 4604 3 of this title, or under section 4605 3 of this title to the extent that such controls promote the nonproliferation or antiterrorism policies of the United States, or with respect to which acts are prohibited by chapter 37 of title 18 So information isn't generally regulated, except potentially under section 50 USC 4604 – which was repealed. For the moment, here is what that law said (huge, not gonna copy). But that doesn't matter too much because the exception to the exception is for exports, not imports: it is legal to import technology into the US. (OTOH, how is it possible to import programs without exporting at least shred of programming technology?) Also under §560.419 The prohibitions in §560.201 make it unlawful to hire an Iranian national ordinarily resident in Iran to come to the United States solely or for the principal purpose of engaging in employment on behalf of an entity in Iran or as the employee of a U.S. person, unless authorized pursuant to §560.505. See also §560.418 with respect to the release of technology and software. You cannot bring an Iranian resident to the US for this purpose, unless you get authorization. It does not say you can't pay a guy in Iran to work remotely. And finally, §560.505 which is about the &quot;authorized pursuant to&quot; clause: The release of technology or software in the United States, or by a United States person wherever located, to any person violates the prohibitions of this part if made with knowledge or reason to know the technology is intended for Iran or the Government of Iran, unless that technology or software meets the definition of information and informational materials in §560.315. There are other clarificatory notes attached to this section. Finally, §560.505 explicitly allows importation of certain non-immigrant services, but what you intend doesn't seem to be covered. So it is not crystal clear, especially since your plan might involve &quot;exporting technology&quot;. It's not safe to interpret these regulations on your own, and you need to hire an attorney who specializes in this area, where you would discuss in detail what you will be &quot;exporting&quot; (even if you don't think it is exporting, it could be legally deemed to be exporting). That, I think, is the main legal issue.
You could first look for a force majeure clause in the lease which says something about natural disasters and the like. If there is a clause which says e.g. "Landlord will not be held responsible for problems arising from ice storms", that doesn't help you, but maybe it specifies e.g. rent reduction of $2/day for lack of electricity. That doesn't mean he can ignore the law. However, in this situation, a particular reading of the law ("there must be an infallible supply of electricity") imposes an impossible requirement on the landlord, and the courts probably won't require a landlord to do the impossible. It is not clear that your situation violates either the letter or the spirit of the law. Take clause (d): your "heating facilities" presumably conformed to applicable law at the time of installation and have since been maintained, and they are adequate, but they don't work if the grid doesn't supply power (and that is not a matter under the landlord's control). In other words, he provided the "infrastructure", and the problem is on the power company's end. Likewise "electrical lighting with wiring and electrical equipment" -- an ordinary interpretation of that clause is "wires and fixtures", and doesn't include "flow of electrons", which is supplied by your local power company.
You'd have to look careful for example at the Taiwanese law. Does it disallow companies in Taiwan to hire minors, or does it disallow minors to take jobs in Taiwan? In 99.99% of all cases the effect would be the same, but in this case the minor is in Taiwan, and the company in the USA. If their law disallows minors to take jobs, then the matter is clear. If it disallows companies to hire minors, then there is the question if the US company hiring a remote employee is covered by this or not. On the other hand, if employment is against Taiwanese law, how can they enforce it? Normally enforcement is against the company, not the minor.
International organizations such as the UN are typically treated similar to foreign governments, and thus enjoy various privileges. One consequence is that typically, income from employment by these organizations is not subject to taxation by the host countries where the employee lives or carries out their work. However, the details depend very much on the tax laws in that host country. The employee might still be required to file taxes, but would then likely be able to declare the income as tax-free under the corresponding provision of the national tax law. This usually also depends a lot on the treaties which created the international organisation. For example, the Convention on the Privileges and Immunities of the United Nations contains an explicit tax exemption for UN officials, though not necessarily for regular employees. As an example for how a country treats employees of international organization, the IRS has guidance regarding US tax law here. Other countries tend to have similar rules, albeit with less accessible online documentation :)
Is this work for hire? There is an arguable case to be made that you are an employee for copyright law purposes and, if so, the copyright belongs to the company. The closer an employment relationship comes to regular, salaried employment, the more likely it is that a work created within the scope of that employment will be a work made for hire. But because no precise standard exists for determining whether a work is made for hire under part 1 of the definition in section 101 of the copyright law, consultation with a lawyer may be advisable. Second, if you do own the copyright, there is clearly an implied licence with the company to allow them to use it. It is arguable that the licence is exclusive since the software is bespoke and made specifically for the company. Can you sign an agreement now Yes, but … It is clear that the purpose of signing the agreement is to screw the company over (with the compliance of 2 of the directors). That’s a contract entered into in bad faith and possibly for an illegal purpose and would likely be found invalid. You need to understand that the company is a distinct legal entity from its owners and it has its own rights. People make the mistake of thinking the owners are the company: they aren’t. The two rebel founders are on dangerous legal ground. Assuming they are the directors of the company, they have a fiduciary duty to act in the best interests of the company. That is, they must put the company’s interests ahead of their own. It is clearly not in the company’s interest to have a rival business start so they cannot plan to do that while they are directors - they need to resign first. You are not so much at risk - as an employee/contractor your duty is to follow the directions of the company (the company - not a faction within the company). However, if you aid the other two in what might be a crime, you could be in trouble.
Yes, and this is very common - Cuba, North Korea and Iran are often excluded. Mind you, this is from a US perspective. The banned country may have other ideas about the legality of the ban under its laws. But if you weren't planning to do business with that country anyway, that's not exactly going to hurt you.
For a large organization, software licensing compliance is a very broad and intractable problem. The licensing environment is very different for the big company than it is for little tiny you. Many large companies are subject to audits by software vendors (i.e. Adobe, Oracle, etc.) in which they have to show licenses purchased for each active seat. There's a whole new INDUSTRY around maintaining license compliance. An employee bringing in their own software and installing it on a company computer complicates this vastly. That is the environment that the question should be considered within. The large company makes the decision somewhere along the way that your individual efficiency in performing your individual tasks is less important than maintaining auditable software licensing compliance. Since they own the computer/laptop/server, it's their decision. Many times it seems that corporate policies as they apply to the individual worker are obstructive and limiting, but there's a bigger picture to the situation.
Yes. Content not created by a user is not protected by Section 230, and if the platform agents or employees begin to substantively edit content, the platform becomes a co-author rather than merely a platform for that content.