Six months probationary period I have read and understand 6 months probationary period rule, that employee exceeds 6 months of probationary period shall be regularized otherwise informed by the employer to not continue. Now the question is employee is informed ahead that he/she will be regularized, however wished to decline because he/she doesn't agree with the new contract/rules. Now, does the employee has the right to do so?
Yes, the employee can choose not to accept the contract offered at the end of the probationary period and thereby allow the probationary period to end without accepting a long-term position. This is usually called "quitting".
canada ontario Speaking from the perspective of law in Ontario, Canada, the clause may indeed be defective, contrary to the currently accepted answer. Consider what is mentioned at Termination Clauses and Continuation of Benefits: A Warning and Reminder for Employers in Ontario (August 2015): Employers often seek to limit their termination liability with termination clauses. If a termination clause does not meet the minimum requirements of the Employment Standards Act, 2000 (“ESA”), then the termination clause will not be valid and an employee will be entitled to reasonable notice at common law, thus increasing an employer’s liability [...] [...] The ESA requires employers to continue benefits during the ESA notice period when terminating employment without cause, whether or not working notice is provided. Where an employer fails to expressly state in a contract that an employee’s benefits will continue throughout the ESA notice period, the termination clause may be unenforceable. [...] In Stevens v Sifton Properties Limited (2012, ONSC) (“Stevens”), the termination clause stated that payment in lieu of notice in accordance with the ESA would be provided where the employer terminates the relationship without cause. The termination clause stipulated that such payment satisfied all future claims against the employer. The Court determined that the clause, in addressing benefits implicitly, did so in a way that “purports to take those [rights of benefits] away upon mere payment of the required pay in lieu of notice.” The Court held that this was contrary to the ESA, as the language denied benefit continuation during the ESA notice period and the termination clause was therefore void. Also, on the saving clause attempt, see Ontario Court of Appeal rules “saving clause” in employment agreement unenforceable (December 2019). Consider what's mentioned in Why employment contracts are now being rewritten all over the country (December, 2020): The Court of Appeal for Ontario has determined that all ambiguous language must be read in the employee’s favour and the presence of ambiguity will nullify a termination provision. Any ambiguity will be fatal. For example, simply stating that the employee will get the greater of their employment standards entitlements or some greater amount, if not worded precisely and correctly, will not hold up because the courts will find the language to be ambiguous. Also, see Ontario Court of Appeal Limits Severability of Termination Clauses in Employment Contracts (August 2020), which says: In addition, the Court of Appeal refused to give effect to the employment contract’s severability clause. The Court stated that a severability clause cannot affect clauses that have been made void by statute. Having concluded that the termination provisions must be considered together, the severability clause in this case could not be applied to sever the offending “for cause” portion of the termination provisions. All emphasis above is mine. I am not a lawyer.
Can the employer fire Bob if they refuse to provide saliva sample for a marijuana test? Maybe, if drug testing is an enforceable condition of Bob's contract of employment. An employer's drug testing policy has to be justified according to the nature of the work carried out and requires an employee's consent. If Bob is required to occasionally operate machinery, for example, then it may be proportionate to include mandatory testing in his contract of employment. Workers can’t be made to take a drugs test but if they refuse when the employer has good grounds for testing, they may face disciplinary action. Source ETA Employers have a legal duty of care under s.2 of the Health and Safety at Work etc Act 1974 to ensure, so far as reasonably practicable, the health, safety, and welfare of their employees. Employees have a comparable duty under s.7 to take reasonable care of themselves and anyone who could be affected by their work. This duty of care may extend to requiring an employee to give their consent for drug testing / screening - as long as the process is fair to all, proportionate and justified, in all the given circumstances, to enable the employer to discharge this duty.
No enforceable contract can contain illegal clauses and work Contracts can not remove some rights and never can bypass obligations. Talking to the police at times is a requirement by law, as is taking to the labor board. Responding to a subpoena is legally forced by the court. An NDA might limit the amount what you can say, and a contract might limit who you can sue, but can not ban you from suing at all. In germany, a contract that tries to curtail such requirements would be Sittenwidrig and make all clauses that try to limit the rights fully Void and nill ab initio - in fact, it can be used as evidence against the drafting party that they tried to do so. So to stay legal and keep the clause working in the limited fashion where it is not demanded, the clause cuts the contract to explicitly exclude such situations.
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.
Virginia employer terminated employee and wants signing bonus returned Can the employer legally keep his last check and send the employee a bill for the remainder ? No, unless (1) the employee resigned and (2) his resignation does not amount to constructive termination. The employer may withhold the remaining $7,000 only if the employee did not meet the condition of "30 days of employment with xxxxx". Absent any language to the contrary, the requirement of "1-year commitment" is to be construed as the consideration expected from the employee (namely, "not to quit") in exchange for the bonus. Termination by the employer is self-defeating in the sense the employer himself made it impossible for the employee to fulfill the consideration that was expected from the employee. Therefore, the employer forfeits his entitlement to reimbursement. In the event that the employee met the condition of "30 days of employment with xxxxx", he would be entitled to the remaining $7,000 as well. Virginia labor law has no provision for treble damages (this is in response to one of the comments, per the OP's suggestion). The statutory provisions are only a civil penalty no greater than $1,000 for each violation, a portion of attorney's fees, and "all wages due, plus interest at an annual rate of eight percent". See Code of Virginia at § 40.1-29 A.2, F, and G. Item E of that statute determines which violations are misdemeanors and which are felonies. This statute would be applicable only if (1) the employer disavows the employee's entitlement to the remaining $7,000, and/or (2) the employer withholds a portion of the employee's earned compensation in an attempt to recover the initial payment of $3,000.
Under an assured shorthold tenancy, when the fixed term expires, it automatically becomes a periodic tenancy (also called a rolling or month-to-month tenancy) if no other action is taken. For periodic tenancies, the default requirement is: The notice you give must end on the first or last day of the period of a tenancy, except when your tenancy agreement says something different. The first day of a period of your tenancy is the anniversary date each week or month of when your tenancy began. This is often the same date that your rent is due, but not always. (the above taken from this Shelter guide.) The contract merely restates this. So in other words, yes, this is normal. In this instance, if you give notice on or before 25 Dec, you'll be required to pay rent up to 24 Jan. However, if the landlord finds a new tenant and their tenancy starts after you move out, but before 24 Jan, then you are only liable for rent up to the start of their tenancy.
This depends on your employment agreement, if any, with the organization, and on the company's contract with the organization. You can quit your job with the organization, giving whatever notice your contract provides. The company can end its contract on whatever terms that contract permits. Most service contracts specify a fixed term, with renewal possible or in some cases automatic if notice to end the contract is not given by some specified date before the renewal date. But many other arrangements are possible. If no term is specified in the contract, and there is no provision for how much notice is required, then the company should give "reasonable" notice, which will probably be in line with the norms and customs of the industry involved in the relevant country. The specific law of that country may or may not provide a required minimum notice period. The contract between the company and the organization might provide that they would not hire any employees or recent ex-employees of the organization without consent for some period, perhaps a year. If there is such a provision it must be complied with unless it is not enforceable under the law of the jurisdiction. Different jurisdictions have very different attitudes toward such contract provisions. If such a provision were violated, and it was enforceable in the jurisdiction, the company would be liable for damages if the organization choose to enforce its contract. The contract between you and the organization might include a provision that you not leave to become employed (within some time limit) by one of the organization's customers, or perhaps by one you had worked with. If there is such a provision, it might or might not be enforceable in your jurisdiction. If it is enforceable, you must comply or be liable for damages. Even if there are no contract provisions preventing such employment of you by the company, you must not without permission take with you and use for the company's benefit any confidential information that is the property of the organization and is not already known to the company through legitimate means. If you do, both you and the company might be liable for damages under trade secret law. In the absence of any enforceable contractual provisions, and if no confidential information is taken by you, there should be no legal problems. The moral issues I am in no position to offer an opinion on, and are off-topic here anyway. If you were to quit, and the company were to then seek to break its contract because, in your absence the organization could not provide proper service, and you were then to accept employment with they company, and if further the company had known of your plans, both you and the company might be liable for damages to the organization, depending non the details of the law in your jurisdiction. This could be a tort of "interference with a contractual relation" or something of the sort. You should be very careful in agreeing to any such procedure. If there is a question as to whether a provision of a contract between the organization and either you or the company in enforceable, or whether a provision prohibits you leaving the organization to be employed by the company, that would need to be addressed by a lawyer who knows this area of the law in your jurisdiction, and the specifics of the contract, or eventually by a court. It is out of scope for this forum. Nothing in this situation will be a problem if the organization agrees to whatever is done. All possible problems occur only if it does not agree, and claims to have a legal right to prevent it or seek damages.