How can i protect my self from contract termination in Germany? I was offered a job position in Germany, this contract gives me the right to buy shares in the company (GmbH) after working for 4 years in this position. As I understood if I quit or my employer ends my contract before 4 years, I won't be entitled to buy those shares. Are there any options for me to protect myself from a contract termination from my employer's side?
The German law mandates minimum notice periods for work contracts. But there is no restriction on maximum notice periods, as long as the employee does not have a longer notice period than the employer (§622 BGB de|en). So yes, in theory you could negotiate that the company is not allowed to fire you in the first 4 years. But I would find it unlikely that they would agree to that. When the stock options are really your only reason why you want to avoid getting terminated in the first 4 years, then they are more likely to be open to negotiations about the stock option clause than about the termination clause.
From a German perspective, it would be absolutely normal and expected that you're providing identity &amp; contact information publicly. Per §5 TMG (Impressumspflicht / Anbieterkennzeichnung) this is required for German tele-media offerings, such as websites or email providers, even if non-commercial. Whereas for you as an upstanding and diligent email provider an abuse@... address should be enough, the German context expects a street address where you could be served with a lawsuit… There absolutely are privacy and free speech issues with this compelled self-doxxing. But by running an email service, you're not just acting as a private person. Your privacy interests and the transparency and security interests of other people have to be balanced. Now since you are not in Germany, the TMG does not apply to you. You have no legal obligation to provide this information. However, the ISP also has no legal obligation to to deliver your email. The ISP does have an obligation to apply appropriate organizational and technical safety measures. It seems that one organizational measure they have found appropriate is that they will only deliver emails from providers that provide public contact information, as would be the norm in Germany. I am not entirely sure how the GDPR applies here. The GDPR doesn't really allow or prohibit disclosures of personal data, it just requires that every purpose of processing for personal data has a legal bases per GDPR Art 6. One such legal basis is a legitimate interest, which boils down to a balancing test between your rights and freedoms and other people's interests. I'm also not sure if the contact information should be classified as personal data in this context, because the contact info primarily relates to your role as an email provider. I'm also not sure if the ISP is processing your personal data in the sense of the GDPR when they merely require you to publish it on your own site. They would be processing it as soon as they scrape, store, or otherwise use this info.
Provincial jurisdiction may need to be specified. But in general, assuming you are not covered by a collective bargaining agreement, you can be terminated for any reason or even no reason, as long as the contract is followed, the actual or apparent reason is not discriminatory or otherwise illegal and the termination procedure meets the provincial employment standards. The labour law usually provide requirements for notice periods or severance pay (or both), unless there exists a just cause (e.g. extreme disregard of duty, theft, repeated insubordination, etc.; lack of funds on the part of the employer is not a just cause). shouldn't the employer be fully responsible for the salary coverage of his employee in the course of his contract? Yes, but the contract is saying it can be terminated under certain conditions, after which time you are no longer &quot;in the course&quot; of your contract. Termination due to lack of funds is usually not considered discriminatory or otherwise illegal. You remain entitled to wages for any period you have worked. Additionally, the employer needs to respect the required notice period or severance pay under the provincial employment standards related to termination with or without cause, regardless of the funding situation.
This is actually required by german Law. Specifically § 623 BGB says: Die Beendigung von Arbeitsverhältnissen durch Kündigung oder Auflösungsvertrag bedürfen zu ihrer Wirksamkeit der Schriftform; die elektronische Form ist ausgeschlossen. Translation by me: Resignations and ending-contracts to end an employment are only valid in written form; an electronic form is not possible. The definition of the written form is in § 126 BGB. It basically says, that either a signature is needed or a notary has to vouch for it. So if you are actually employed under german law you have to send them a signed letter. How that letter arrives at the employer is not specified. I would imagine most resignation letters to be personally handed in.
An agreement to agree is void There is a multitude of case law on this point. If the NDA was not available to you when you signed the employment contract and the term was couched as you describe; then the term would be unenforcable. That is, your employment contract would be binding except for that term i.e. you could not be compelled to sign the NDA. Now, there may be a requirement on you to negotiate in good faith in an attempt to find an NDA you can agree to but if you can't find one you can't find one. You cannot (legally) be fired for this reason. Now, if the NDA was available, and you were told where to find it, and irrespective of if you did or didn't find it, you would be bound to the NDA.
we would like to know whether we have sufficient legal grounds to sever/terminate/exit this contract with Superior Management Co.*, if the company does not mutually agree to do so. No. In that event the HOA is stuck with the contract at least for the remaining part of the current period. The HOA's concern that the provider could breach the contract by significantly underperforming seems speculative and does not entitle the HOA to breach it first. Changes in the name and/or ownership of a party does not alter the parties' rights and obligations pursuant to the contract. This implies that neither party is entitled to disavow his obligations by terminating the contract altogether. For early &amp; unilateral termination to be an option, it would have to be provided in the terms of the contract itself.
Germany may be different, however in the United States this would be considered work-for-hire and the employer would be the rightful owner of the source code. Regardless of jurisdiction, and from a more practical point of view, you are better off not having a copy of the source code. Using it as reference or example in the future could easily turn into (unintentional) copyright infringement. If, in the future, you write code you would like to be able to freely keep and reuse in any project, make sure the owner/employer licenses it using something like the BSD, MIT, or ISC license.
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.