Overtime salary in Germany I have a work agreement and there is a point: The gross monthly salary shall also discharge any extra work or overtime. What does it mean? Does it mean that I get extra pay for overtime or it means that I do not get extra pay?
I have the same line in a contract that was just sent to me. So I did some quick research into this. However, I AM NEW TO THE SYSTEM AND DO NOT KNOW IT WELL!!, so please do not act on this information without seeking further advice from the relevant professionals. From what I can gather, the "Arbeitszeitgesetz (ArbZG)" is the law that governs working hours in Germany. Here is a link: http://www.gesetze-im-internet.de/bundesrecht/arbzg/gesamt.pdf I used Google Translate to translate this information and found that in §3 it states that "The default daily working time must not exceed eight hours. It can only be extended up to ten hours if within six calendar months or 24 weeks an average of eight hours working day is not exceeded." This would lead me to believe that even if overtime is not paid as extra on top of your salary, they must give you the time off at another time to keep the average working day to 8 hours. **However, as the working week is Monday - Sat, the average working hours per week may be calculated as 48 hours per week, and not 40! Once again, I am not fully sure of my information, so use at your own risk!!
This is not an NDA (non-disclosure agreement), it is a non-compete agreement. An NDA would tell you that you cannot disclose anything you did or saw at your old employer's place. A non-compete agreement is what you have here, an agreement that limits your ability to get work. If what you say is correct, then your employer is not exactly the brightest. You stay that you haven't been given a written notice, and your contract says that a "Notice of termination will only be valid if it is given in writing". So you haven't been given valid notice. There is no reason why you would sign the non-compete agreement. If they plan to fire you without notice if you don't agree, they have a problem: Your contract doesn't allow them to do that. And they have apparently not given any written notice yet. So what they can do is as soon as they decide that you are not signing, they can give you one month written notice.
are employers legally allowed to punish (e.g. fire, reprimand, etc.) an employee who shares wage/salary information with their colleagues? No. Section 8 of the BC Labour Relations Code preserves for the employee &quot;the freedom to communicate to an employee a statement of fact [...] with respect to the employer's business&quot;. More conclusively, section 64 entitles a person to disclose --except for purposes of picketing-- &quot;information [...] relating to terms or conditions of employment or work done or to be done by that person&quot;. Wage/salary information clearly is a condition of employment. the only answer to that question relies on a law from a different province (Ontario) and so is not relevant in BC. That answer is relevant to Canada (also the question was about Canada). That answer cites a statute from Ontario because that is the jurisdiction that the asker specified. It would be tiresome as well as futile to provide the statutory equivalent of every province on a matter that the provinces are very unlikely to legislate materially differently.
If you want to protect yourself or any property interests you may have in this circumstance you have to talk to a lawyer. You cannot get (or trust) legal advice from the internet. I will, however, make the following personal observations: I only provide a W-9 to people who are paying me money, and who request it as a condition of paying me. I don't know of a legal requirement to supply it after the fact. However, not providing it to someone who did pay you more than $600 in a tax year could certainly make it difficult for them to comply with their tax filing obligations. I do not sign any agreements, assignments, or contracts, without what I consider to be fair consideration. E.g., if on leaving a job (as has happened) I am asked by a former employer to sign something that I am not already obligated to sign due to some prior contract, then I negotiate what is commonly called a "severance package." They pay me and/or extend benefits, and I sign something that limits their liability.
As seen here, the laws of the employee's state and city are controlling, and not that of the employer. A person working for a North Dakota company in Seattle is owed at least Seattle minimum wage. This to &quot;were the employee usually is working&quot; so it does not suddenly switch when the employee takes a working vacation.
is it legally acceptable to state that 7.5 hours is the standard amount No. Because you are a contractor not employee, there is no "standard" to refer to. You are only entitled to what your contract provides for, that is £N per day no matter how much time you worked. That said, if there is no word "overtime" in the contract, you cannot use one to justify how much you charge. You can, though, charge for weekend days (unless the contract explicitly prohibits working on weekends). what should be done about going into the future with this work and asking for a revised contract? 1) Learn the lesson; 2) Make up your mind about what you want to be paid for: hours, days or output; 3) Discuss/negotiate contract terms with your clients.
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.
NO (mostly). Servitude means that the employer, or owner of the indenture, or whatever, can use physical force to make the indentee carry out the work given. If the indentee runs away they can be arrested and forcibly returned. This is distinct from the law of contracts. If Alice agrees to provide labour for Bob and subsequently fails to fulfil the contract then Alice may have to pay damages, but that is all. Even in cases of crminial fraud where Alice never meant to provide the labour in the first place, the penalty is defined by law, and would not be the provision of the contracted labour. As the OP notes, military service is generally an indenture-style contract; desertion is a crime. However the other party in that case is the government acting under law rather than a third party acting in their own self-interest. The Universal Declaration of Human Rights prohibits all forms of servitude.