Sued outside a country What happens when you get sued for civil matters such as breaching employment contract in one country, after you have already left to another country for good? What is the general protocol for these kind of cases?
In the absence of an agreement to the contrary, you could usually be sued in the jurisdictions where the events giving rise to the claim took place, if you were personally served with process anywhere in the world in a procedurally correct manner. If this happens and you default or fail to cooperate in the judicial process, you will probably have a judgment entered against you. If you lost, the other party would get a judgment against you (an official declaration of a court that you owe another party money that authorizes various involuntary means of debt collection from your income and assets). This could be enforced against assets you have in the jurisdiction where the judgment was entered, or could be "domesticated" to a different jurisdiction where you had assets by bringing suit or exercising another process set forth by treaty or a law of the jurisdiction in which the foreign judgment holder seeks to domesticate the judgment. Whether the foreign judgment is conclusive against you or not, depends upon the domestic law of the place where they seek to enforce the foreign judgment, the nature of the underlying claims upon which the foreign judgment is based, and the legal process used to obtain the foreign judgment. Many countries will pretty much automatically enforce a judgment enforcing a breach of a contract between private sector parties obtained through the ordinary legal process in a country whose legal system is recognized by the U.S., but often will not give legal effect to legal procedures like a pre-dispute "confessions of judgment", an award of exemplary damages, an award of non-economic damages, or an award based upon a legal theory that is not recognized by the jurisdiction in which you seek to enforce the judgment. In general, judgments of U.S. courts in tort cases are rarely recognized by other countries. Similarly, a U.S. court, for example, would not enforce a foreign judgment, from say, ISIL controlled territory, for breach of a contract to deliver slaves to a buyer. Some Saudi Arabian money judgments are not enforced in the U.S. because the courts have held that their system does not protect basic principles of due process and the rule of law, which is why contracts with Saudi Arabia often have arbitration clauses instead of relying upon the royal courts in existence there. Some countries might enforce a judgment entered following a trial on the merits regarding a dispute, but not a default judgment, without essentially bringing the lawsuit all over again in the country where the assets are located, applying the general principles of legal concepts known as "collateral estoppel" and "res judicata". Most countries have special laws specifically governing when an arbitration award will be enforced with a money judgment in that jurisdiction and when it will not be enforced. This varies considerably from one country to another. The U.S. is unusually deferential to employment and consumer arbitration, but most countries will recognize express signed contractual arbitration agreements in a business to business situation that conforms to basic standards of due process.
An agreement to agree is void There is a multitude of case law on this point. If the NDA was not available to you when you signed the employment contract and the term was couched as you describe; then the term would be unenforcable. That is, your employment contract would be binding except for that term i.e. you could not be compelled to sign the NDA. Now, there may be a requirement on you to negotiate in good faith in an attempt to find an NDA you can agree to but if you can't find one you can't find one. You cannot (legally) be fired for this reason. Now, if the NDA was available, and you were told where to find it, and irrespective of if you did or didn't find it, you would be bound to the NDA.
You are subject to the laws of the jurisdiction that you are in. However, some of the laws of the jurisdiction you reside in or are a citizen of have extra-territorial applicability, so you have to comply with those laws too.
As soon as you start working in your second job, you will be violating your first contract. If you refuse to start working in your second job, you will be violating the second contract. You were very careless. Not much of a legal question, but the question is how to get out of the mess you created at the lowest possible cost. I would suggest that you go as soon as possible to the second company (the one with the part time contract), tell them that you are very sorry but you didn't read your first contract properly, and that you cannot start working for them. If you seem suitably sorry there's a chance that they will tear up your contract and send you home, with no more damage than a big red "DO NOT HIRE" in you records. If things don't go nicely (and you don't have any legal right to expect them to be nice about it), you go and get a lawyer.
A business has the right to refuse service, except in the case of unlawful discrimination. &quot;Sued us&quot; is not a protected characteristic. Unless part of the settlement was that the business must serve that customer in future, there is no way this could be considered contempt.
In Great Britain Employees have two types of protections: contractual and statutory. It would be in breach of contract (&quot;wrongful dismissal&quot;) for an employer to dismiss without notice for job hunting but contractually there is nothing to stop an employer dismissing for any reason if they give the notice required (which may be only a week or two, say). Statutory protection may, however, prevent &quot;unfair dismissal&quot; but this generally only applies if someone has been employed for at least two years. There are some exceptions - e.g. dismissal as an act of religious/racial/sex discrimination etc. is prohibited even if the employee has less than 2 years service but these exceptions do not include job-hunting. So someone who has been employed for less than 2 years could be dismissed with notice for job hunting. There are also contractual and statutory protections in Northern Ireland. The contractual ones are the same as in the rest of the UK but some of the details of the statutory protections are different from GB.
You have several issues. Breach of Contract When you sign up with each of those services you are entering a legally binding contract and must comply with the terms of that contract. For example, this is taken from Facebook's terms: Here are some commitments you make to us relating to registering and maintaining the security of your account: You will not provide any false personal information on Facebook, or create an account for anyone other than yourself without permission. You will not create more than one personal account. I haven't checked but its a fair bet that the other services have similar terms. Unless you have permission, what you are doing breaches these terms of service. If what you do causes damage to Facebook et al then they can sue you and your employer for damages. Even if it doesn't they can probably bar you from having an account for as long as they like. Improper use of images This is jurisdictional but it is generally required to have the permission of the subject of a photograph where that photograph is used for commercial gain. There are exceptions where the person is not the primary subject (e.g. crowd shots, or images primarily of something else where the person happens to be in the shot) but the type of photos you would use for these services are not going to be exempt. The sanctions for breaching this will be dependent on jurisdiction. Breach of Copyright Somebody owns the copyright in those photographs. If you do not have a licence to use them in the way you propose then you are breaching their copyright. The copyright holder can sue for damages (if any) and any profits you make. Vicarious Liability An employer is strictly liable for the actions of their employees, jointly and severally with the employee. That means a plaintiff can go after either the employer, the employee or both. An employee may have some statutory or contractual indemnity but this is by no means common.
What's the worst that can happen? If you do nothing, it's a bit inconvenient. If you delete all that company's stuff, who knows what they could sue you for. I'm not saying they would be right, but being sued can be expensive, no matter whether you are wrong or right. Send a letter by registered mail, with a witness to the contents, that you are the only one with admin rights to these sites, and asking them how they would like to take over these sites, and informing them that you will delete anything on your personal email after a reasonable time if you don't hear from them. And since anything you do is work for you, you should expect some appropriate compensation. Deleting their property, even if it affects you, is risky.