Diplomas Must Be Under 10 Years Old? Full disclosure: This was a dumpster fire on Reddit, and I am just posting here to get a more nuanced opinion. I am not the original asker and I don’t know which US state. Supposedly, there is a tech company that has instituted a rule that, when making decisions about hiring or promoting, they will only consider degrees that were obtained within the last 10 years. Is this legal? I can certainly see an argument for this being age discrimination, but could there also be a counterargument that anyone can always go back to school, and in the tech industry there are legitimate reasons why a more recent diploma would be more valuable?
This policy would appear to have a disparate impact on workers age 40 and older, given that most workers obtain degrees in their 20s and few obtain a second degree later. Workers age 40 and older are protected from employment discrimination under the ADEA. Policies with a disparate impact may be considered discriminatory, but not necessarily. The EEOC rule as of 2012 is that such a policy is not illegal if it is based on a "reasonable factor other than age". It is not clear to me whether the 10-year degree policy would pass this test, and it might depend on how the employer justified the rule. Here is the discussion from the EEOC's FAQ: 8.What determines whether an employment practice is based on Reasonable Factors Other than Age? An employment practice is based on an RFOA when it was reasonably designed and administered to achieve a legitimate business purpose in light of the circumstances, including its potential harm to older workers. Example 1: If a police department decided to require applicants for patrol positions to pass a physical fitness test to be sure that the officers were physically able to pursue and apprehend suspects, it should know that such a test might exclude older workers more than younger ones. Nevertheless, the department's actions would likely be based on an RFOA if it reasonably believed that the test measured the speed and strength appropriate to the job, and if it did not know, or should not have known, of steps that it could have taken to reduce harm to older workers without unduly burdening the department. The rule emphasizes the need for an individualized consideration of the facts and circumstances surrounding the particular situation. It includes the following list of considerations relevant to assessing reasonableness: The extent to which the factor is related to the employer's stated business purpose; The extent to which the employer defined the factor accurately and applied the factor fairly and accurately, including the extent to which managers and supervisors were given guidance or training about how to apply the factor and avoid discrimination; The extent to which the employer limited supervisors' discretion to assess employees subjectively, particularly where the criteria that the supervisors were asked to evaluate are known to be subject to negative age-based stereotypes; The extent to which the employer assessed the adverse impact of its employment practice on older workers; and The degree of the harm to individuals within the protected age group, in terms of both the extent of injury and the numbers of persons adversely affected, and the extent to which the employer took steps to reduce the harm, in light of the burden of undertaking such steps. Here is the full text of the rule, 77 FR 19080.
Since this apparently amends the law giving colleges and universities the power to adopt and enforced various regulations, what it really means is that if such an institution adopts a rule in violation of this law, it may not legally enforce that law. It might also give an affected student a right to sue if such a rule is adopted and enforced. As a comment by ohwilleke mentions, such a law might well authorize a court to issue an injunction forbidding the institution from enforcing the kind of rule prohibited by the law. Note that it is not at all uncommon to have &quot;or else&quot; provisions in different sections of the law. For example Section 123 of the (hypothetical) New France state code might prohibit having a faked driver's license, section 124 prohibit obtaining a license through false or misleading statements on nthe application, and section 458 say &quot;anyone who violates sections 123, 124, 125, or 126 shall be fined up to $2,000, or imprisoned for up to 1 year, or both, as a court may think just&quot;. Thus it is not always easy to find what penalties, if any, apply to a code section.
"As we know non-adults aren't allow to carry weapons" This is not something that we know or an obvious point. It is also not obvious that a knife would qualify as a weapon for these purposes. This would not be true in most jurisdictions in the world. I have no idea what knife control laws look like in China or Taiwan. A reference to why you think that this is the case would be helpful. Even if there are laws banning possession of knives (i.e. carrying knives) when one is in public for use as a weapon, it would be very surprising to me if teens weren't allowed to possess knives in a kitchen, or a work site where a knife was a necessary tool. It would similarly surprise me if a teen working on a knife design in a craftsman's workshop would be illegal. What makes you think that any of these things are illegal in China or Taiwan? This might have been illegal in Japan in the 1600s when metal blades were highly regulated (this is one of the reasons that most Japanese food is served with portions pre-cut to be bite sized), but I very much doubt that teen possession of knives for practical purposes is illegal in any of those places today. There is also, in general, nothing wrong with factories run by adults making knifes from other people's designs. They do that all the time and it wouldn't be illegal to do so just because the designer wasn't allowed to use the product of the factory in public. I would be surprised if a factory even asked how old the designer was, particularly if he was operating through a company formed for him (something an adult might have to do). The harder question would be whether the teen can enter into an enforceable and valid contract with a factory without having the co-signature of a parent or guardian. Many countries don't allow this so that the teen is not exploited into agreeing to a big contract on unfair terms. Also, many countries make a distinction between criminal acts committed by adults and the same acts committed by minors. A teen, particularly a young teen, may be under the relevant law, capable of only engaging in juvenile delinquency, rather than an adult felony. But, again, I don't know how this is handled in Taiwan or China. In general, the legal system in Taiwan strongly resembles that of the legal systems in Continental Europe not long after World War II (i.e. in the 1940s), with its own local developments since then. But, China's legal system is quite unique and is not very similar to the common law legal systems of England and former or current English colonies, or the civil law legal system of Continental Europe (or for that matter, Islamic law). China's legal system is different at the level of very deep concepts of legal process, of what is and isn't law, and of many core legal concepts. It also has piecemeal bits that are imposed by treaty even though they are not organically natural fits with the rest of the Chinese legal system (e.g. its intellectual property laws).
There is no generalisation. The "articles" are articles of clerkship. The context permits the implication of that specific usage, in the same way that talking about "cars" at a racetrack isn't a generalisation of the word "car" - it's an implication of specifically racecars. Ancestry.co.uk explains well what the articles actually are. Briefly, they are simply fixed-term apprenticeship contracts between an established practicing lawyer and a student who wishes to become a lawyer.
Yes. It is legal. Curriculum requirements are policy decisions of an institution, not binding contracts with students. It might be ill advised policy, but it is not prohibited.
You cannot be compelled to sign a form indicating that you agree to something. However, your lack of agreement does not override a policy that they have authority to set. There is a contractual way that this could work out for them, depending on what exactly the document is. To be a contract, the parties must agree to the terms voluntarily, and if you do not agree to the terms, there is no contract. A 10 year old child cannot be bound to a contract, anyhow, so the child's consent is legally irrelevant, though strategically a good idea in the sense of alerting the child to their obligation. To be a contract, both sides must offer something that they are not already obligated to provide. What is the school offering? On the school's side, they might claim "We offer an education", but as a public school, they already have that obligation. Schools have broad authority to impose rules in order to operate, so in lieu of a successful lawsuit that the district overstepped their authority and violated someone's constitutional rights, the school could have a policy prohibiting use of a cell phone in school. Paired with such a policy, they can grant conditional permission, subject to the parent (and symbolically, the child) agreeing to certain terms. Since they are not obligated to allow cell phones at all, they are offering something of value to you, and you have a contract. The cell phone owner could try suing the school for keeping the phone, but the suit would fail because there was a breach of the contract. A strategy probably not worth pursuing is arguing that the confiscation clause is unconscionable (which would void the contract, which entitles the child to have a cell phone at school). Confiscating the phone is not theft, since the intent is not to permanently deprive the owner of their property (just as it is not theft when you have to leave guns or recording devices at the security desk). If a student were to take a forbidden thing without the owner's authorization (such as a gun, or a phone) and it was then confiscated, the rightful owner might be able to sue the school – as long as their hands are clear (if they had no knowledge that the thing was taken and used in an unauthorized manner). In this case, the parent clearly knows and authorizes.
How should I proceed? I am asking law friends to recommend some employment lawyers, but other than this, can I do anything else? You definitely don't need an employment lawyer for this. From a legal standpoint, the matter is very simple: If you grant their request (whether by signing or otherwise expressing your acceptance), you would be waiving any remedies currently available to you for their breach of contract. The company's attempt to override its contract with you is quite naive, but the company can always (and evidently does) try to get away with its liability nonetheless. I would not be surprised if the company subsequently tries harder to intimidate you, but that does not change your legal position &amp; merits unless you sign the waiver the company is pursuing. Asking for your post-termination availability reinforces the notion of company's poor planning and subpar management.
You can be fired in Canada for criticizing the employer, or even complaining about the weather. There is a distinction between Termination Without Cause and Termination With Cause. In the latter case, which requires a serious reason related to the employee's conduct, you can be fired without advance notice and with no severance pay. If the employees actions are fundamentally inconsistent with their obligation to the employer or are substantially prejudicial to the business in a way that damages employer's business or reputation, they may be terminated with cause. Examples of cause would include insubordination, theft, or abusing customers. If you want to fire a person without cause (and assuming that this is an indefinite employment contract as opposed to a fixed-term contract), you have to give "reasonable notice". There is a statutory minimum, but the courts usually apply a higher common law standard which means that you need to hire a labor lawyer to know what that period is, though 24 months is apparently a relatively safe figure (not always safe). The factors entering into that decision are described here (kind of job, length of service, age, availability of similar jobs; plus, how the termination was handled). You may also owe severance or termination pay, related to length of service and wages. Here is a calculator for Ontario. This article covers some instances in Québec where social media criticism did result in successful suspension, indicating that the employee's duty of loyalty is not entirely null when it comes to social media. In the BC case of Kim v. ITU, the court found that the dismissal over social media posts critical of the company was not for cause. However, part of the company's failure in this case was that they failed to respond immediately to what they saw as inappropriate behavior (boorish Twitter behavior). Assuming that the statements made are accurate and expressed respectfully, the prospects for Termination With Cause are significantly diminished. The prospects for some disciplinary action (suspension for a period of time) remains high -- multiple terminations were modified to long suspensions.