Recourse for Denial of a Teacher Contract Recently, I flew halfway across the country for an interview. Not only did the interview go well, it could not have gone better! The principal and school board chair both believed I was a perfect fit for the school, and they were excited to have me join the school. I filled out all the necessary paperwork and cleared my state-mandated background check. Three weeks later, after I had quit my former job, hired a long-distance moving company, and nearly sold my car, the school board denied approval of my contract but gave no reason for it. The principal and school board chair ardently argued for approval of my contract but the board was steadfast. When pressed repeatedly, the board gave no adequate reason given. (School boards routinely approve of any teacher applicant who has the approval of administrators. Denial to applicants who have successfully passed the interview process is rare.) When the principal told me of the news, she was upset because she believed it was unethical. Besides, she knew I was good for the school and could tell that the students would enjoy having me as a teacher. She explained that the school board's decision was final and that the chair could not overrule or veto that decision. The school board chair, the principal, and I all acted in good faith and were looking forward to the coming school year. Do I have any recourse in this matter? Do I not have the right to know why I was denied the job after the principal and school board chair promised it to me? This makes me suspect the unspoken reason for not approving the contract was not defensible by law.
These offer letters typically state explicitly that the offer is contingent on approval by the relevant governing board. This is sufficient to thwart promissory estoppel. Such highest-level overturning are frequent enough in the US that a reasonable person would know that the principal (for instance) does not have final authority to make a contract. There is no requirement that the board justify their decision to you. If you file a lawsuit alleging racial or religious discrimination, and if you can make a prima facie case for discrimination,you might survive the motion for dismissal, and the board might be required to say why they didn't hire you.
Contracts can say all sorts of unenforceable things, you provided an example of one of them. A person cannot be compelled to stay and work somewhere they no longer wish to work. At the risk of getting my wrist slapped for straying too far into the land of opinion, a clause like this is likely intended to take advantage of naive teenagers who will provide free employment referrals because they think they have to.
I am not knowledgeable about UK law, but since almost everywhere in the U.S. employment is at-will by default, in all three scenarios Company B is entitled to terminate the employee very easily. The assumption that the employee was accurately found guilty of harassment elsewhere precludes more interesting analyses where matters such as defamation and public policy are involved. If the contract between the employee and Company B establishes that termination will be for good cause, the employee has only a mild chance of not being terminated for what he did in Company A. However, I say "mild chance" because in most cases Company B can reasonably argue that it seeks to protect its other employees and/or customers from the possibility that the employee's misconduct may occur in the current workplace. A very detailed analysis of the factual circumstances might be required for discerning whether Company B's decision to terminate the employee is merited. Additionally, in cases where The Employee is a publicly visible figure and a figure of authority having a management role there could be a concern that the employee's misconduct elsewhere may harm the image of Company B.
What would the implications be if an employee were to refuse signing an amendment and insist on what was stated in the original signed contract, even if he/she knows it's a mistake? The contract is voidable unless the employer's subsequent conduct reinforces its legitimacy. The employee's attempt to take advantage of something he knew was a mistake contravenes the covenant of good faith and fair dealing on which contracts are premised. South African contract law is not an exception to this: The law of contract underpins private enterprise in South Africa and regulates it in the interest of fair dealing. The employer can resort to records of prior communications between the parties to prove that the stated compensation was intended as yearly, not monthly. Even if those records are not available in a judicial dispute, the employee would have a hard time persuading a court that the salary that was agreed upon is 12 times --or exceeds by a factor of 12-- the market rate for a job position of similar type.
The "right to be forgotten" is not absolute. It is subject (Art. 17) to certain conditions, in particular the absence of "overriding legitimate grounds for the processing" (1(c)). 3(b) explicitly exempts data controllers from the erasure where needed "for compliance with a legal obligation which requires processing by Union or Member State law to which the controller is subject". I can even imagine a former employee first claiming his right to be forgotten, and then - a week after getting the confirmation - claiming his right to receive a resumee (a right in existense in Germany), which a company would not be able to fulfill as it hasnt got any data to base the resumee on. If the "right to receive a resumee" indeed exists in Germany and employers need to comply with it, that would be perfectly legitimate ground to only partially fulfil the request to be forgotten⁠ — forget everything but the resume. Is it against the law to document these cases? If you document "On 27 February 2020 John Smith requested to be forgotten so we deleted or anonymised all his records", you will effectively NOT forget him. If you actually had to forget him, it will therefore be against the law to document your forgetting that way.
Is there any sort of implied expiration date for a contractor's completion for medium size contractor jobs (&lt; $10k)? Absent a provable deadline, the question would be whether the delay is reasonable (or habitual) under the circumstances. The contractor's presumption that he can do whatever he wants regarding unspecified aspects of a contract is inaccurate. Those matters can still be decided on the basis of contract law and/or under principles of equity. See also the Restatement (Second) of Contracts, which is frequently cited by U.S. courts, at §235(2) and §243 regarding non-performance of a contract. Will my verbal complete-by date hold up in lieu of any written complete-by date? It depends on each party's credibility. Proving that he essentially ignored your follow-up requests will make it harder for him to credibly refute your assertion about the verbal deadline. In case none of your follow-up efforts (or none of his responses) are in writing or if he denies that you repeatedly called him, you might want to subpoena his phone service provider --if the matter goes to court-- and file as evidence the resulting production of records.
The primary question, in case of such a lawsuit, is whether you accepted the terms of the contract. You could accept the terms verbally, or you could accept them with a signature, or you could even accept by behavior (such as showing up to work). If you breach the contract and you want to make the argument that you didn't accept the offer (or some identifiable part of the offer), the plaintiffs would have a "yes you did" piece of paper to support their side. Now you would have to advances a very dangerous claim, that you didn't sign the document and that the signature there is a forgery. This is dangerous, because you perjured yourself in so testifying (it would eventually come down to you testifying, that you didn't sign the document). It's really beyond the scope of Law SE to get into forensic graphanalysis debates, but you should expect that the other side will have compelling expert testimony that you did in fact sign the document, with your other hand. In a civil suit (breach of contract), the other side would have to show that it is most likely that you did agree to the terms. It isn't just about the signature, it's about all of the evidence, which would include eyewitness testimony ("I saw him sign it", "I gave him the pile of papers and he returned them all, signed" or a later conversation "Remember that you agreed to X" – "Yeah, whatever").
Possibly If the texts are sufficiently precise that they constitute offer and acceptance then they would create a contract notwithstanding that “some documents” were never provided. First, your offer must have been sufficiently clear that it was open to acceptance by a simple “yes” or “ok”. Given that you had a lease, a simple offer to have another one would be enough as “on the same terms” is implied. Second, she must have accepted your offer unconditionally. “Yes, I’ll put together some documents to sign” is an unconditional acceptance even if the documents never appear. “Yes, I’ll put together some documents to sign first” or “Yes, I’ll put together some documents with the terms” aren’t. The first is a conditional acceptance and the condition wasn’t met. The second is a rejection with an intention to make a counter-offer that never eventuated. Third, real estate is heavily regulated. There may be specific requirements (such as a particular form of contract, or that it be witnessed) that mean there is no binding lease even though there would be a contract at common law.