Which country&#39;s laws apply to a company in country A hiring remote workers in country B? If a company in a country A does remote hiring of employees in a country B, laws of which of these two countries have to be considered? context: in some countries hiring employees has very strict laws (gender, race discrimination e.g.), while in some countries there are no laws for admission interviews and a company can choose whoever they prefer to employ. Thank you.
The laws of both countries apply
Washington State is an "At Will" employment state meaning that, with exception to some protected classes and bargaining, the employer may terminate the employee for any reason the employer can cite, or no reason at all. If the firm used it as a benefit of the job but it wasn't agreed upon on the contract, its not a deception as if you can hold the job to the down season, you have less work to do. If a promise was made for employment into the down season during the negotiating of the job, and this was documented, it could be. It could be that he did all the work required of him, but another higher went above and beyond and he got the ax because he was the newest and the lesser performer. Either way, the employer is well within their right to fire an employee for any reason they choose absent discrimination based on protected class status.
No they are not the same statement. Who has jurisdiction? Let's disentangle a few things: A jurisdiction is an entity that has sovereignty to make, interpret and enforce its own laws. Each country in the world is a jurisdiction. Sub-national entities like states, provinces and municipalities may be a jurisdiction depending on the operation of law in the country they are part of. Some supra-national bodies like the EU and the UN are jurisdictions. To some extent, even companies, clubs and similar bodies are jurisdictions to the extent that they can make, interpret and enforce its own rules. A jurisdiction can decide that it has jurisdiction based on a whole raft of matters including: where the event took place where the party(s) are resident where the party(s) are citizens registration of things like planes, trains and automobiles if money passed through their financial system etc. A court or tribunal has jurisdiction if the jurisdiction has jurisdiction and it is the correct body within its jurisdiction to hear a particular matter. Which laws apply? Once a court or tribunal has decided that it does have jurisdiction it then needs to know what law to apply. This may be the law of their jurisdiction or another jurisdiction or both. Example For example, imagine there is a company in New York, USA that sells a product to a consumer in New South Wales, Australia. Further suppose that the contract says it will be governed by the laws of Ontario, Canada (don't ask me why). In the event of dispute, let's say the consumer begins proceedings in the Local Court in New South Wales. The New York company petitions the court to say that the correct forum is the court in Ontario, or New York, or Mexico where the product shipped from but certainly not New South Wales. The court in New South Wales will consider the jurisdictional arguments and decide if it does or does not have jurisdiction. If it decides that it doesn't then the customer would have to bring an action somewhere else (where the process repeats). Worth noting that the New York company would be precluded from arguing in that forum that New South Wales was the right jurisdiction because they can't have their cake ... If it decides that it does have jurisdiction then it would consider what law applies. Its quite probable that they would accept that the contract is governed by Quebec law. However, Australian law, most specifically the Australian Consumer Law would also apply. If there was a claim on a tortuous basis this might be New South Wales or New York law. They would then proceed to decide the case on the applicable law including working out how to reconcile any incompatibilities.
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.
Its just free enterprise, right? Well ... except when there is a law that says its not allowed. I am unfamiliar with Indian law but the relevant law in Australia is the Trade Practices Act which deals with this under the category of Misuse of Market Power. In a nutshell: A business with a substantial degree of power in a market is not allowed to use this power for the purpose of eliminating or substantially damaging a competitor or to prevent a business from entering into a market. By preferring their products over a competitor's in their search engine they are "... eliminating or substantially damaging a competitor ...".
In the UK, you would need a new contract, because the old company will not be able to pay you and will possibly cease to exist, but that contract must not put you at any disadvantage. Basically, all terms would have to be the same, and the time at the previous company would have to count as continuous employment.
The following answer applies in the situation where all countries involved are member states of the European Union: Can the tax services in countryA confiscate accounts that are opened in countryB by me? All countries in the European Union (EU) are party to the Brussels Regulation (Regulation No. 1215/2012), this regulation means that judgments made in one EU member state may be enforced in another EU member state, against those person who judgment is made against. It may take some time, procedurally, for the judgment creditor to do this, but they are entitled to do so. Anyway, what this means for someone in such a position is that they contact a lawyer in "countryA's" jurisdiction to help appeal or find a way to mitigate the judgment since it was awarded as a result of fraud. Alternatively, when proceedings begin to register the judgment in countryB, one in such a position may choose to hire a lawyer practicing in countryB to challenge the registration of the judgment
Yes, barring any statutory prohibitions against such a rule. I would be very surprised if any existed. They don't exist in any jurisdiction I'm familiar with. Look up the local by-laws to be sure.