Is employer responsible to disclose workplace before hiring? I was originally hired to do some in office computer work. During my interviews, I was on the premises 3 times. Employer showed me this “workplace”, my desk, etc. I worked there for about a month, and then out of the blue the employer told me I need to do work in the underground lab. Due to my health condition I’m unable to be exposed to that environment. If I knew I would need to work there, I would NEVER accept the job. Is the employer responsible in any way to show the actual physical work place BEFORE hiring? Now they are saying “we told you”, but I don’t really remember them telling me. Also the job description doesn’t have any of it. I thought employer should show the actual working place , especially if it is not an ordinary one. Is there any law in the U.S. requiring the employer to disclose and show the actual physical work place?
In the US, persons with a disability are entitled to a reasonable accommodation for their disability. There is no requirement to tell an employee everything about their working conditions before a hire, in fact it would be illegal for the employer to ask &quot;Do you have a disability that would prevent you from working underground?&quot;. Once hired, you can request an accommodation for your disability.
For cases where this occurred within the United States, with works created on or after January 1, 1978: (the OP has since clarified that their scenario occurred elsewhere) By default, the author (the actual creator) of a work is the owner of the copyright. However, this is not the case if the work is a &quot;work made for hire&quot; for an employer. In that case, the company is considered the author of the work, and owns the copyright. From US Copyright Office Circular 09: If a work is made for hire, an employer is considered the author even if an employee actually created the work. The employer can be a firm, an organization, or an individual. Works are considered to be made for hire in two situations, as described by that circular (emphasis added): a) a work prepared by an employee within the scope of his or her employment or b) a work specially ordered or commissioned...if the parties expressly agree in a written instrument signed by them that the work shall be considered a work made for hire. If no written agreement was signed and no employment relationship existed, then ownership of the copyright to the software would go to the person who wrote it, and they would be able to do anything that a copyright holder could do with a work, including using it however they want or selling it. Do note that this would only apply to software or changes made by the person in this situation. They could not, for example, sell or distribute any other piece of the software written by other people without the copyright holder's permission, even if these pieces are necessary to use the software that this person created.
&quot;Wholly unconnected with your employment&quot; means exactly that. Anything that is not connected to your functions or processes that you use in the course of your employment that your employer would have an interest in either protecting or marketing. Writing a book about software development If you are just a software developer, this would be fine unless you were talking about a process unique to your employer. If you worked in a publishing house that wrote software development books, this would be connected and must be disclosed to your employer. Releasing an open source piece of software not specifically aimed at the industry the company is in Again, this probably fine not to disclose since it would not be something you would develop as part of your employment, or under the umbrella of your company focus market. Release a commercial piece of software not specifically aimed at or competing with the industry the company is in Same as above. Honestly though the best policy is being open. If you come to your company with your idea and tell them that it doesn't have any applications in your industry and would like to develop it in your own time, they would have a much harder leg to stand on in a court case when they finally figured out how to apply it.
It is discrimination. However, it is legal, and generally not grounds for a lawsuit. Discrimination is legal, except when it is based upon certain specific categories, such as race, sex, and religion. For example, it is perfectly legal to discriminate for a position based on the possession of education degrees, skill certification or availability to work specific hours or days of the week. Immigration status (and specifically, needing a H1B sponsor in the future) is not a protected category, and as such it is legal to discriminate against this as a factor. Additionally, there are several downsides for hiring a H1B candidate, and foremost of which is sponsoring someone for an H1B visa is not a sure thing, since the H1B system is run as a lottery; as such, you may not receive a visa or extension, and thus be ineligible to legally work.
IANAL, and as @GeorgeBailey suggests, you should ask one. That said, some aspects of your question are directly addressable with what we know. Does US law states anything about this? Yes. Federally this falls under the Wiretap Act, 18 U.S.C. §2511. Workplace monitoring generally falls under either the "System Administrator Exception" or under Consent. In general, continuing past a banner constitutes consent. Does company policy enforcement with such a warning over ride the right to not be subject to surveillance? In general, yes. You don't need to use the companies network if you don't want to consent - and they don't need to hire you if you don't want to use their network. But it's their network, and their rules apply. There are some nuances, and courts have found that the wording of the notice has made a difference in some cases, but overall, if the systems are properly posted with banners, then the employer may capture communications. See the "Bannering and Consent" section of this article from cybertelecom.org, e.g.: Even if no clicking is required, a user who sees the banner before logging on to the network has received notice of the monitoring. By using the network in light of the notice, the user impliedly consents to monitoring pursuant to 18 U.S.C. § 2511(2)(c)-(d). Note that stored data is covered by different laws than communications. It's a nuance. Is it ethical to sniff all the data without giving any other warning than the logon banner? "Ethical" is a very different question than "Legal", and largely more subjective. Most employers require signed consent for monitoring as a condition of employment, and use banners thereafter. That is ethical by my definition, in that it meets or exceeds the requirements of the law, and does not mislead or use subterfuge. The tone of your question suggests you find it distasteful, and therefore probably it violates your personal code of ethics.
Yes, your clause specifically limits you to only working for COMPANY, even in your off time. Canada does not have a law protecting your right to work secondary jobs (moonlighting) in your off-duty hours. This means that any contract clause specifically limiting you to work with the employer only is valid, and breaking it is cause for justified dismissal. Based on this, do I need to ask for explicit permission to work on such projects? Yes, you will need to disclose any potential &quot;business or occupation whatsoever&quot;. You could play contract games by saying &quot;it's only a hobby&quot; or &quot;it doesn't make any money&quot;, but you will be opening yourself up to issues. The best thing to do is to disclose your project to your employer and get in writing their permission to work on it with specific terms that you will not be using company time or resources in any way. See: Patterson V. Bank of Nova Scotia
Quitting before the start date: is the non compete enforceable? The non-compete is unenforceable unless the employer has provided you with material information that you can use to the detriment of the employer. Even in that case, the non-compete as outlined in your description seemingly exceeds the legitimate interests of the employer (see art. 2089 of the Civil Code of Québec). This means that the non-compete clause would be curtailed in court because the employer cannot prove that his business (or market share) encompasses the area depicted in the clause. The reason of being of non-compete clauses is to protect the employer from a potential misuse of information the employee obtained pursuant to his employment, such as trade secrets and information about clients. The fact that you are a fresh graduate suggests that you are dealing with just some typical intermediary who really has no &quot;trade secrets&quot; and who is not providing you with key information, let alone for a job that is scheduled to start five months later. Non-compete clauses that are overly broad contravene public policy in that they would singlehandedly exclude civilians from the labor market and disproportionately impair free trade.
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, plus a reasonable amount of redundancy pay due to him. Unfortunately, he can expect only the legal minimum if the company behaved like this already. Good companies would provide a generous redundancy pay, plus pay for you to have any agreements checked by an employment lawyer of your choice - which means the employee can be sure they are not ripped off, and the employer is sure they cannot be sued for any reason. Obviously if they want him to quit, then the one single thing your relative mustn't do is to quit. Let them pay him. Plenty of time to look for a new job.