Is operating a part-time beacon in the 10-metre band permitted? Consider the text of 47 CFR § 97.203 - Beacon station, with the following scenario: Sally is a radio operator turning her station into a part-time beacon. She is class Extra and is allowed in all of the portions of each of the bands. Sally places her beacon in the middle of the ten meter band. Is Sally in violation of this regulation, subsection (d) in particular?
The key part of (e) is the National Radio Quiet Zone that covers parts of east-central West Virginia and west-central Virginia. Because of radio telescopes and military intelligence equipment in the area, there are restrictions (increasingly strict as you get closer) on potential radio interference. A radio source that would be no problem in most of the world can be a major problem when you are trying to pick up a radio signal from a few billion light-years away. So if Sally is in the National Radio Quiet Zone, she has to notify the National Radio Astronomy Observatory who will consider the power, location, etc. of the proposed beacon, and determine if it will potentially interfere with the radio telescopes before granting permission. If they grant permission, Sally is fine. Otherwise the FCC will decide what Sally can do. If Sally is outside the National Radio Quiet Zone, then (e) doesn't apply. So more information is needed before we can know if Sally is legal or not, but as a general rule: Outside the National Radio Quiet Zone, probably ok, inside it, will have to ask for permission.
how does hiring only women comply with our Civil Rights Act (which outlaws discrimination based on sex)? It is compliant. The Civil Rights Act includes an exception where the discrimination or limitation based on sex (or any other protected category) "is a bona fide occupational qualification for employment". That exception is located at the end of 42 USC 2000e-3(b). Although literally referring to employer's publishing of that preference, the very existence of that statutory exception implies a permission to discriminate [for certain occupations] on the basis of sex. At the outset, it would be unreasonable to allow the employer to explicitly state his criteria for hiring and yet be prohibited to implement them. But a more important reason for that exception is the premise of bona fide occupational qualification. That premise indicates that the legitimate purpose of the employment at issue takes priority over the general intent of the Civil Rights Act. The actual &amp; occupational purpose of cheerleading in the NFL context is not to shake pom poms and do choreography on field grass, but to amuse men, who comprise the vast majority of the customer base in the football business. Accordingly, the issue is not whether males are fit or unable to cheerlead, but that male cheerleaders simply would not amuse the average football fan. The occupational purpose would be frustrated if females were replaced with males. The legislative intent of the Civil Rights Act is to preclude discrimination for employment where the protected category (be it sex, religion, etc.) is irrelevant to the actual fulfillment of the occupational purpose.
I think the concerns are more economic than legal, although legal concerns are sometimes present. You don't want people to trash the place. You want there to be an &quot;authority figure&quot; whose presence encourages order, deal with unexpected situations, and whom people who aren't tech savvy feel comfortable dealing with, and it can create a better customer service relationship. It really depends on the nature of the premises. There is not a one size fits all rule. There are situations where one doesn't have someone on the premises. There are bank vestibules with automatic teller machines in them. There are coin entry bathroom/shower facilities. There are self-storage facilities that work like that. There are deeply rural places with low traffic that rely on an honor system rather than trying to monitor use (e.g. some campsites). There are AirBnB type rentals. The are car repair shops with after hours drop off boxes. On the other hand, there are some situations where it is pretty much inconceivable that you wouldn't have someone one site monitoring the situation. I'm pretty sure that you have to have someone on premises for a pub. I'm sure it is necessary in places where you have unaccompanied minors (at a minimum, as a practical reality for liability purposes). There aren't many medical services that can be provided in that format (although there might be a few).
In the United States at least, the answer is clearly "Yes". Absent some restrictive agreement to which the would-be blogger is explicitly a party, a person has a protected right to comment or report on events and publish opinions of them. The question does not mention a location or jurisdiction, and I am not suren what the law on this point might be in non-US jurisdictions.
(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.
YES in germany §23 StVO (1a) Wer ein Fahrzeug führt, darf ein elektronisches Gerät, das der Kommunikation, Information oder Organisation dient oder zu dienen bestimmt ist, nur benutzen, wenn hierfür das Gerät weder aufgenommen noch gehalten wird und [...] (1a) Whoever is driving a vehicle may only use an electrical device that is serving communication, information, or organization or destined to be used for this if... 1. they don't pick the device up or hold it and [...] That is plenty clear: holding the device is banned in any way, and implies using it under German legal precedent.
If you are not a member of the Bar of Maryland, you may not &quot;practice, attempt to practice, or offer to practice law in the State unless admitted to the Bar.&quot; Maryland Business Occupations and Professions § 10-601. &quot;Practicing law&quot; includes &quot;representing another person before a unit of the State government or of a political subdivision.&quot; Maryland Business Occupations and Professions § 10-101. &quot;[A] person who violates § 10-601 of this subtitle is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $5,000 or imprisonment not exceeding 1 year or both.&quot; Maryland Business Occupations and Professions § 10-606. EDIT: Because it's coming up in the comments I'll add that the option of a &quot;McKenzie friend&quot; is unavailable in Maryland and in the United States generally. There are some jurisdictions (404. Archive. ) experimenting with limited representation by non-lawyers, but I don't know of any such moves in Maryland.
BC employers are required to give workers three days of unpaid personal illness &amp; injury leave per calendar year. However, this protection only applies to workers who have held a job for more than 90 days. If you have not held the job for that long, it does not appear that any protections apply to you. Note that (as of March 2021) there are separate rules concerning COVID-19 exposure &amp; illness. There may also be protections that apply to you if you are a union member, or if you work in a federally regulated job (banks, national trucking companies, airlines, and some others.)