How to legally contribute to open source projects (and other public stuff) in Germany? Being a software developer it is very important to contribute to public projects and participate in public professional activities. This includes open source projects (which may belong to other companies or a developer himself), Stack Overflow answers, hackathons and other meetings, professional blog publishing, TopCoder contests participations, etc. Moreover, links to GitHub and StackOverflow accounts have become a common item in IT resumes. I'm going to work in Germany in a position of Software Developer. My employer tells me that EVERY professional activity belongs to the company and for EVERY activity I mentioned before I need to get written permission, which could be withdrawn at any moment. And it doesn't matter if I do it on my free time on my computer at home or not. Citation from my contract: (1) Der Mitarbeiter darf ohne Zustimmung von COMPANY_NAME keine gewerbsmäßigen ader nicht gewerbsmäßigen fort dauernden oder gelegentlichen Konkurrenz Geschäfte für eigene oder fremde Rechnung unmittelbar oder mittel- bar betreiben oder sich daran beteiligen oder solche Dienste in irgendeiner Art oder Form leisten. Das gleiche gilt für jede Art der Beteiligung an einer anderen Firma sowie für die Mitwirkung in Organen einer anderen Gesellschaft, es sei denn, es handelt sich um die Beteiligung an einer börsennotierten Gesellschaft bis zu einem Umfang von 5 %, solange mit dieser kein Stimmrecht einhergeht. (2) Gewerbsmäßige Nebentätigkeiten bedürfen der schriftlichen Genehmigung von COMPANY_NAME. COMPANY_NAME kann die Genehmigung jederzeit widerrufen, wenn seine Interessen durch diese berührt werden (3) Zu Veröffentlichungen und Vortragen bedarf es der Einwilligung von COMPANY_NAME, wenn dadurch seine Interessen berührt werden können. I find it a little bit weird to get written permission from employer to write an answer on Stack Overflow or to participate in development of open source game with friends in my spare time. But my employers tells me this is OK. Moreover, they're trying to convince me that clauses above are pretty standard for Germany and exist in almost every contract with any company. So the question: is it really so strict in Germany? What is the most legal way to participate in public activities in such situation? PS I fully understand that answers are not official legal advice, so feel free to share opinion.
(IANAL, of course) My employer tells me that EVERY professional activity belongs to the company and for EVERY activity I mentioned before I need to get written permission, That's true for software (and inventions) that may be relevant for them, but not for other professional activities. which could be withdrawn at any moment. No, not in that very general sense. they can give the permission to publish possibly relevant pieces of code on SX, and they can withdraw that permission for the future. But they cannot take it back for the past. Once they tell you they don't want your invention, there's no way back from that decision (and there are legal deadlines for claiming relevance). Even if they require written permission for you to take a side job, they must give it unless they can show a valid reason against you taking the side job in question. And that would be a per-side-job decision. And it doesn't matter if I do it on my free time on my computer at home or not. That is indeed the case for copyright of software and for inventions. clause is to protect your employer from you helping anyone who is their competitor/you being their competitor while the employment lasts. This is pretty standard and, I believe, not only legal but would be the case also if they had not spelled out this to you. The lines between what is and what is not competition are sometimes a bit complicated* So, if your employer specializes in subway station surveillance systems and you work on face recognition and then help out your local pigeon breeder's association by implementing automatic door opening by camera + automated face recognition of the [unwinged] members that's close enough to touching the interests of your employer that I'd consider it off-limits unless you had talked to your employer and they are happy with this project (after all, they could be preparing similar products unknown to you). OTOH, overhauling the crappy Excel macros for the regional annual breeder's competition would be fine. And in general, the lower your position there and the further from the actual focus of the company, the more normal it is to have another job (think janitors, canteen staff of a software company as opposed to a janitor in a hire-a-janitor-service company) The general duty not be in competition with your employer also in general prevents you from being involved in a competitor business to the extent that you have noticable influence over that competitor. So the second part of clause 1 shouldn't be too surprising, neither. (update) OTOH, what may make this particular clause invalid is the requirement also for publicly traded shares that they cannot come with voting rights. I somehow suspect that thus prohibiting you from "normal person small scale ownership" of publicly traded stocks (not all of them even have non-voting shares) is undue and invalid (too broad a restriction). However, if that clause is invalid the legal default of "no competition to employer" still applies. Here's a (German language) web site of a lawyer that discusses these questions See also here https://www.hensche.de/Rechtsanwalt_Arbeitsrecht_Handbuch_Wettbewerbsverbot.html Unlike the 1st clause, this is AFAIK not a spelled out default of German employment law, but it may be a spelled out version of a Tarifvertrag (unionized group contract). In any case it is probably legal to have this clause in the contract. The point is that the employer can only forbid the side job if it is against their reasonable interests, a general "no side jobs whatsoever" would be invalid. Side note: they may even be of the opinion that employment law forces them to have some such clause: the employer has a legal responsibility to ensure that you are not working more than the number of hours allowed by law. I've had such a permission that stated the constraint that the permission is valid only as long as I ensure that I stay within those legal limits and my working ability for employer is not compromised. https://www.hensche.de/Rechtsanwalt_Arbeitsrecht_Handbuch_Nebentaetigkeit.html https://www.fachanwalt.de/ratgeber/nebentaetigkeit-als-arbeitnehmer-anmelden-zustimmung-und-muster-antrag https://www.haufe.de/personal/arbeitsrecht/top-thema-nebenbeschaeftigung/nebentaetigkeit-und-arbeitsrecht-was-erlaubt-ist_76_418602.html Copyright law for employees in Germany is somewhat difficult. the one exception is copyright of software where §69b UrhG transfers the transferrable rights automatically to the employer. Whether the software is written out of office and outside working hours is irrelevant, as long as it is done in "fulfillment of the employee's role or the employer's orders" (famous court case) so again, if at work you code facial recognition systems and in the evening the pigeon breeders accounting system, the latter is not related to your work. Your open source game is also OK unless you are employed as game developer. Also that not all code is subject to copyright. An obvious explanation on SX explaining a typical pattern would not be a creative work (though the full answer may very well be) in the first place. But for creative works other than software such as plans how to implement features, technical drawings, etc. working hours or not seems to be more important for assigning the rights and the rules seem to be more similar to employee invention law ArbnErfG): if it is outside working hours and possibly relevant for the employer, the employee has to offer it to the employer before trying to sell to someone else. The clause that employer must give permission to publication of content that is possibly relevant for them seems to me to be in line with these general rules. https://www.zeit.de/karriere/beruf/2011-06/arbeitsrecht-urheberrecht https://eventfaq.de/25510-urheberrechte-im-arbeitsverhaeltnis/ http://www.urheberrecht-leipzig.de/urheberrecht-nutzungsrechte-des-arbeitgebers-an-kreativen-leistungen-der-mitarbeiter.html * I've been advised in a situation where I still believe I was not competing, and even had a written permission, that this is the stuff that makes lawyers rich, and both employee and employer poor.... Take home message: even if you believe to legally have the right to publish on SX/contribute to an open source project, think again whether you'd want this to be the source of a conflict with your employer - or whether there isn't a win-win possibility that makes everyone happy instead. What is the most legal way to participate in public activities in such situation? I'd advise to be open about what public activities you'd like follow. Whatever the contract says, your employer can always give your more permissions. In the past, I've found the majority of employers being happy to see me contributing (some had similar clauses to yours and just wanted to know, some was happy about an open source project I brought, some like to be able to say where their employees volounteer, etc.). Although there was one who wasn't (and that did contribute to my decision to leave there). From that experience, I'd personally discuss this early on now: in case the employer turns out to be too intrusive (speak to Betriebsrat or lawyer or your union if you have one to make sure they really overstep their rights) for my liking, for me that would be a reason to cancel the contract which is easier &amp; faster during probation period.
"The company you are working for ..." Stop. We're done. An employer owns the IP created by an employee in the course of their employment: the hackathon is in the course of your employment.
First of all, although the GDPR is stated to apply to any site which processes the data of any person who is in the EU, it is not clear how a site not located in the EU, does not business in the EU, and does not primarily target EU residents as its audience can be required to comply with the GDPR. To the best of my knowledge, no such case has yet been brought, much less decided. There has also been some debate on whether an IP address constitutes Personal Data under the GDPR, and if it always does so, or only under particular conditions. The European Court of Justice (ECJ) held that (under the predecessor Directive 95/46/EC) that a dynamic IP address was personal data. But in that case the web site was run by the German Federal Government, which surely has wider scope for getting info from a German ISP than a small private US web activist does. There is not yet any case law that I know of on the applicability of the GDPR to IP addresses in any case at all similar to the one in the question. Joe would in my view be wise to at least learn that logs are being kept, and post a disclosure of this on the site. Whether Joe needs to do more than that is less than clear at this time.
It's not clear exactly what you're asking, when you say "the company I work for" – i.e. are you asking "can they fire me?" (almost certainly they can, even if their TOS thinking is legally misguided – unless in your country there are laws that prevent firing employees). To be certain, you need to hire an attorney who is sufficiently savvy about web page technology that they can accurately judge what you are doing, and whether you can fruitfully resist their demands. You seem to be skeptical of their position because you are "not affecting their servers in any way". The TOS is not about affecting their servers, it is about affecting their intellectual property. It appears that your code does a number of the prohibited actions such as and perhaps most importantly "modify". If you have distributed a program that allows users to modify company content on their own computers, then the user might be in violation of the TOS, but not you (since you're not running a server that redistributes). However, I am betting that in order to create and test the program you had to violate the TOS. Additionally, you could be vicariously liable for the infringements of others, especially if this program can only be used to infringe on copyright, and you know this fact. That is pretty much the end of the legal part. As for how you should respond, your attorney, and not Law SE, deals in recommendations.
You need to be very clear with B that you intend to continue to operate A. You need to be clear whether you are to be an actual employee of B, or a hired contractor for B. If an employee, you need to agree with B how much time you can devote to A while employed by B, or to put it another way, how much time (per day, week or whatever) you are expected to devote to B before doing stuff for A. Are there to be restrictions, such as a ban on your doing things for A while at B's worksite? Above all, you need to agree on who owns what rights to both the existing A code, and any new code will be held by you, and what rights will be held by B. All the above should be in a written agreement, and you would be wise to have a lawyer draft or at least review the language. If B will not agree to this, you will have a choice to make: put A on hold while working for B, or not accept B's offer. Do not lie to B about what you are doing with A. Oh, and if you had any sort of non-compete agreement at the job you quit four months ago (let's call them C) be sure that you comply with it, or are prepared to fight it. If there is any question, this is another area where you would do well to consult a lawyer. Many non-compete agreements claim more than local law allows, and are not enforceable. Many others are very much enforceable. It depends on the wording of the agreement, and the provisions of the law where you are located. Also, do not use any confidential data from C without C's written permission.
I'll quote from my answer on a similar question from Programmers.SE: ...[T]he Github TOS have this to say about material hosted on their site: By setting your repositories to be viewed publicly, you agree to allow others to view and fork your repositories. Hosting on Github means that the author grants others the right to &quot;view&quot; and to &quot;fork&quot; the repository. Here, &quot;fork&quot; probably just means &quot;use Github's fork feature&quot;, which creates a repository clone, hosted on Github. GitHub's use of &quot;fork&quot; here probably refers to the software feature of the website github.com called &quot;Fork,&quot; which allows users to create a verbatim copy of a repository on github.com. The TOS do not require the author to grant any other specific rights, like the right to prepare derivative works or to redistribute copies of the work, so &quot;fork&quot; here probably is not used the general sense of &quot;produce a derivative work.&quot; Thus, the code's presence on GitHub does not grant you rights to reuse the work in ways protected by copyright (commercial or otherwise) without a explicit license from the author.
The only issue relevant to your age is the (ir)revocability of the license. GPLv3 purports to be an irrevocable license. To be really irrevocable, the license would need to grant certain rights in exchange for something of value, that is, you need a license that passes muster as a contract. Copyright licenses are typically treated as contracts, but it is not clearly established in law that licenses are contracts or are not contracts. Out of the goodness of your heart, you can grant permission to use your property, but you can also withdraw that permission. If you have a contract granting perpetual permission to use your property in exchange for something of value, then you can't later withdraw that permission. In the case of Jacobsen v. Kratzer, the sides advances opposing theories that the license was a "bare license" vs. was a contract. (The matter was ultimately settled out of court). This article puts together the legal factors surrounding the notion of license as contract, see p. 21 ff, and esp. §IV for arguments that licenses should be contracts, to be fully enforceable. A contract for non-essentials formed with a minor is not enforceable, until you are 18. You could therefore revoke the license, until you are 18. Anyone who uses the software does so at their peril. However, if the license is not a contract, no existing legal doctrine (in the US) whereby the permission is irrevocable. In other words, yes you can, at their peril. The whole license-as-contract issue is very complicated, and I'm only focusing on the revocability issue. There is a separate question whether one can sue a user for both copyright infringement and breach of contract. The case of Artifex v. Hancom, see also this analysis, found that (in the particular case), plaintiff can pursue the matter as both infringement and contract breach.
No, in germany there is no universal requirement as to form (Formfreiheit). This includes associating a signature with a name in block letters. In principle you can enforce a contract in court even if the written contract does not identify the contracting parties by spelled out name, but by signature only. It stands to reason there is no benefit in omitting the full names. The legislature implemented elevated form requirements for certain legal transactions by mandating the use of a notary. Here, again, there is no requirement as to put a plain text name next to your signature. The link between signature and person is established via the notary’s documentation. You could put an alias “Donald Duck” next to your signature, the notarial deed will indicate that in fact Kalle Richter signed the document. As far as I am aware all european-union legal transactions will need to go through their official channels. It is simply not possible, for example, to establish a European Economic Interest Grouping on a scrap of paper. Thus there is no issue and in turn no regulation. One thing is for sure, the european-union does not impose a “minimum framework” on its member states. I recollect there are some directives regarding electronic signatures, but that is a different story now.