Can a prospective employer require you to pay to take a test as part of an interview? I just red this question about having to pay to take a test for an interview. Is it legal? Must an employer reimburse? In general this site says an employer can't charge you a fee to start work.
Can a prospective employer require you to pay to take a test as part of an interview? That is unlawful. Section 10 of the BC Employment Standards Act prohibits a person to "request, charge or receive, directly or indirectly, from a person seeking employment a payment for (a) employing or obtaining employment for the person seeking employment". See also section 11. A prospective employer is allowed to require proof of credentials (such as certifications or a diploma) which in turn might entail a non-reimbursable cost to the candidate. However, that is permissible because the credibility inherent to renown credentialing systems facilitates ascertaining that the prospective employer has no ulterior motive (i.e., profit) for requiring candidates to consume services from a certifying agency. In other words, the employer and the certifying agency must be two separate, totally unrelated agencies, for the former's reliance on the latter to be cognizable in a context of screening candidates. The post on WorkplaceSE basically describes a scam. Although that post refers to the UK, it is most likely that many other jurisdictions contain a legislative provision similar to the aforementioned statute. As an example, see M[ichigan]CL 408.478.
The analysis is different for law firms and lawyers, who have an ethical obligation to charge &quot;reasonable fees&quot; (in the U.S. pursuant to various versions of Rule of Professional Conduct 1.5) and for other businesses, which are not subject to the same regulation. While my personal business practice has always been not to bill clients for discussions about billing, and that is a common business practice among lawyers, there is not a per se prohibition against doing so. It would usually be considered reasonable to charge fees involved in doing the same work in connection with a court filing such as a bill of costs or other fee request from a court. In either case, for this kind of work, reasonable fee requirements might end up requiring that this work be done by a paralegal or other administrative staff person rather than a lawyer charging a full legal fee rate, when possible. Whether these charges are authorized would also depend upon whether the contract between the parties authorized them, particularly in the case of a non-lawyer party where contract authorization is usually the dominant consideration regarding whether charges are authorized.
the company does have the right to "verify the eligibility of the person and terminate the service to the ineligible at any time" is pretty unambiguous. They have assessed your eligibility, determined you don't have one and have terminated the service. They are completely within their rights to do this. If you feel that they have assessed your eligibility wrongly then you can dispute their assessment - either through whatever dispute resolution is detailed in the contract or by going to court if the contract is silent. The fact that they previously assessed you as eligible (or didn't actually make an assessment) is irrelevant.
This is covered by the page Job Applicants and the ADA from the U.S. Equal Employment Opportunity Commission. There it is said: I have a disability and will need an accommodation for the job interview. Does the ADA require an employer to provide me with one? Yes. Employers are required to provide &quot;reasonable accommodation&quot; -- appropriate changes and adjustments -- to enable you to be considered for a job opening. Reasonable accommodation may also be required to enable you to perform a job, gain access to the workplace, and enjoy the &quot;benefits and privileges&quot; of employment available to employees without disabilities. An employer cannot refuse to consider you because you require a reasonable accommodation to compete for or perform a job. The page mentions as plausible required reasonable accomodations: providing written materials in accessible formats, such as large print, braille, or audiotape providing readers or sign language interpreters ensuring that recruitment, interviews, tests, and other components of the application process are held in accessible locations providing or modifying equipment or devices adjusting or modifying application policies and procedures. The page goes on to say that: You must inform the employer that you need some sort of change or adjustment to the application/interviewing process because of your medical condition. You can make this request orally or in writing, or someone else might make a request for you (e.g., a family member, friend, health professional, or other representative, such as a job coach). A letter from a doctor is not automatically required. But in some cases a prospective employer might reasonably insist on nsuch a letter. The page says: If your disability and need for accommodation are not obvious, the employer may ask you for reasonable documentation explaining the disability and why an accommodation is needed. There is no specified evidence or form that an employer need provide in rejecting a request for an accommodation. The employer is only required to provide &quot;reasonable&quot; accommodation, and is not required to provide any accommodation if it would cause &quot;undue hardship&quot; to the employer. If several possible accommodations would reasonably allow the potential employee to apply the employer may choose which one or ones to offer. It need not offer the one preferred by the prospective employee. All this also applies to accommodations for an employee after s/he has been hired or has a job offer.
Some of the categories involve restaurants (i.e. 1(h) and 1(i)), and employers may not want to go through the student learner exception hoops. Every employer has to get worker's compensation insurance for all of their employees. Those rates may be prohibitively high for minors in some kinds of activities. More generally, employers don't want to have worker's compensation claims or injured employees and may simply not trust younger employees to be safe. Some jobs involve access to alcohol that employers want to limit. Some jobs involve contractual authority or decision making that the employer wants to limit to adults.
The answer to your question is that your manager cannot ask you to undertake training without payment. All employees are entitled to be paid for the work they have done. They are also entitled to be paid if they are ready and willing to work but their employer has not provided them with any work to do, unless your employment contract says otherwise. https://www.citizensadvice.org.uk/work/rights-at-work/rights-to-pay/ Zero hours contracts can be very complicated legal issues, but you are entitled to be paid for the time you spend there doing what your employer has asked you to do. However, if your employment were to be terminated due to a disagreement then you may not be able to make any claim before an Employment Tribunal as you do not yet have a sufficient length of employment. There are many legal complications, and each case is different and individual. Giving general legal advice is beset with all kinds of problems. You may wish to direct your employer to the Citizens' Advice page. If they do not agree to either pay you for your time there or allow you to leave when they do not wish to pay you then your best option might be to seek employment elsewhere.
Question: Do I need a EU passport or EU ID card to legally work in the EU (or establish that I have the right to work in the EU)? Or is a certificate of citizenship sufficient? Legally, your right to work is not contingent on this and there is no Europe-wide rule that makes holding any document mandatory. Importantly, if you do start working anyway, you are not committing a crime and cannot possibly be banned or forced to leave the country. You do have the right to work from the day you became an EU citizen and if any doubt arises down the line, you should be able to clear it up later. In practice, employers are sometimes supposed to check you are allowed to work (and for that would require some proof of your citizenship) but they don't necessarily need a passport or ID. What's typical on the other hand is that you have to provide an official proof of address (in the countries where you have to register your address with the authorities) and the local social security, insurance, or national tax number. Both of these will require dealing with the authorities and will be considerably more difficult, if not downright impossible, without a national ID card or passport (in fact it can even be difficult with a passport). I worked in multiple EU countries and I don't recall always having to present my ID to employers. I recall at least one instance (in Germany) where I could start working without one (it had just been stolen) and another one (in the Netherlands) where I started on the day after I arrived, without official address nor tax number (BSN). In both cases, I was expected to solve these issues within the first month and you risk a fine if you don't register within a week or two but it was neither illegal nor impossible to start working before all the formalities were completed. None of this means I would be completely comfortable about being months without a passport. But the main issue for you will be entering the country and what your employer's HR department is prepared to tolerate, not any sort of legal obligation to hold a passport to work. Note that in one of the cases I described above I went to the local consulate to get an emergency passport. It wouldn't have been possible back in my country of citizenship but there are some special procedures when you reside abroad. These rules change all the time and depend on your country of citizenship but that could be worth a try.
Yes As far as unemployment is concerned, your &quot;offer&quot; is only a potential job, as it is not yet binding, and in any case for their purposes it does not count until you actually start paid work. However, if you apply for unemployment you will be required to seek other appropriate work, probably a minimum of three contacts or applications per week. Should one of those offer employment, if you do not accept and do not have a good reason for refusing, you may lose your unemployment benefits. Of course, you could always accept such work and resign when and if you pass the background check, but that might look bad on your resume the next time you look for work, if that is any time soon.