Why must resignation letters in Brazil be handwritten? I resigned from two companies when I worked in Brazil and in both cases they demanded that I write a resignation letter by hand. In both cases the human resources department would not accept a letter typed then signed and they did not provide a template when I requested and did not explain why. Is there any law preventing them from accepting a typed letter, providing a template, or explaining why? My impression is that they needed a letter in my words and having it handwritten would be a evidence that the resignation was totally at my will and that I was not coerced in doing so. Is this like that in other jurisdictions (handwritten letter as evidence of no coercion)?
There is no special rule that says that a resignation has to be handwritten. Handwriting is important in very limited circumstances, such as wills. For example, if you write your will by hand and sign it, it is known as a 'holographic' will and no further formalities are required (depending on the jurisdiction). In contrast, if you type and sign your will, you must have the will also signed by one or more witnesses (again depending on the jurisdiction). If you tender your resignation by typewritten letter, and the employer demands a handwritten letter, and you refuse, then you have still resigned. The only time the employer has to agree to your resignation is in the case of a fixed-term contract. In the case of ordinary employment, you can resign at any time (by giving notice); this is a unilateral act. The employer's demand for a handwritten resignation letter is probably motivated by tactical considerations such as a concern that you may later claim to have been fired and they made you sign a form letter to get out of paying your severance pay. But it is not a legal requirement.
As a matter of contract law it would not be possible to enforce a requirement to pay legal fees without agreement. You could easily see how this would be problematic: one could just draft letters to hundreds or thousands of people and require them to pay the costs of composing the letter. My understanding is that this is common practice in the United States (see speculative invoicing). However, people are generally free to pay whatever they want to anyone they want. The other side is free to pay the legal costs, they just probably won't. In some common law jurisdictions, the concept of a Calderbank offer may be another reason to write a letter such as this; the settlement offer can be relied upon in later proceedings as an indication as to the costs that would be appropriate to award to the winning party, should the offeree unnecessarily prolong legal proceedings
Depends on your definition of "require". In case of at-will employment — where the employer can fire an employee for any or no reason (other than that being discrimination of a member of the protected groups) — it would be perfectly legal for the employer to fire an employee who does not comply with that request. But that aside, no (unless such testing was a term of the employment agreement, be it written or verbal). No party to a contract can require the other party to perform what the contract terms did not include.
That is a very broad clause, broader than the default US rule for copyright, for example. (I know the question asked about the UK, I just happen to know the US copyright rule.) It would seem on the face of it to include independent research on a subject totally unrelated to the person's employment, done off the company's premises and not during normal work hours, but while the person was an employee.. Indeed it would arguably include the copyright to a novel written off premises and during off hours. Use of "course of employment" (instead of "term") would improve the provision. so would "as a part of his or her employment" or "closely related to the subject of his or her employment". Another possible restriction would be "Using the Company's facilities and/or equipment, or during normal working hours". However, my experience is that an employer will have drafted whatever language it uses through its company lawyer, and will be quite unwilling to alter it in any way. A prospective employee will probably be faced with a take-it-or-leave-it choice unless that person is a nearly indispensable figure to the company. One could send the company a certified letter saying, "When i signed the contract agreeing to {company language} I did not intend to include any developments made off company premises, not using company equipment, and unrelated to the subject or scope of my employment. I retain full rights to any such developments." Such a letter would help establish that there was no meeting of the minds to assign such non-employment-related developments or IP to the Company. How much weight it would have if the rights to such developments were the subject of a court case I am not sure.
Yes, it also applies. However, an employment implies they agree to having employment related data stored and processed (e.g., to be paid). When there are performance related bonuses in the contract, this will likely (but IANAL) imply they agree to performance data being collected and stored appropriately. Furthermore I would assume most of such data processing (such as knowing who is responsible for a certain change, who created a file, modified it etc.) falls into "legitimate interests" of the employer, as this information may be necessary for operations. I'd assume (still IANAL) that much of the consequence wrt. GDPR is the right to have your data erased. So a company should be prepared to remove such data when an employee leaves the company, e.g., by clearing the responsible person fields upon request. At least for data where there is no legal requirement to have such data provenance. But: consult your lawyer for a proper legal opinion!
The &quot;Severance Agreement&quot; is a contract between the company and you. It spells out what the company will do and probably what they expect you to do going forward. Simple enough. The statement you referenced merely says that you are not being forced to sign the agreement. That's all. You don't, presumably, have the option of remaining employed at this company but you DO NOT have to sign this agreement. But if you don't, it's likely that any benefits being promised in the agreement will not be delivered to you. So specifically in answer to your questions: It protects them against a claim that they somehow forced you to sign the agreement. Likely anything that the agreement says the company will do such as pay you a certain amount of money and the like. Bottom line is that if you don't like the agreement, don't sign it. If you want the benefits they are promising in the agreement, then sign it and move on.
Given that the purpose of the bonus is to incentivize you to stay, and you are willing to do that, I see no reason why you shouldn't keep the signing bonus if you are fired. While this is not totally without ambiguity, it is at least a fair reading of the statement that a pay back applies only to a voluntary departure, and ambiguities are generally interpreted against the drafter. Also, keeping the signing bonus compensates you for having to start up at a new job only to have it promptly dissipate.
This language is almost certainly included in an attempt to make the agreement comply with the Charter of the French Language. The Charter is the legal document that sets French as the official language of the Canadian province of Quebec. Chapter 7, paragraph 55 of the Charter states that adhesion contracts, such as software licenses, must be in French, but "may be drawn up in another language as well at the express wish of the parties." Because the law seems to require a French version "as well" as the English version, it's not clear that the contracts in question are in compliance--but the language is straight out of the Charter, so it is clearly at least an attempted compliance with that law. The French is included presumably because otherwise a Francophone Quebecois end user might try to invalidate the license by claiming that his or her waiver was not well-informed.