Will I have to pay for training if resigned before probation? I am based in UK. About 4 months ago I started a job that turned out to be different to what I expected. Responsibilities are below my qualifications and ambition; I was basically sold dreams during the hiring process. As they have half a year probation, I am considering leaving on the basis of not being the right person for the role. The problem is that the first weeks of employment was training with some external coaches and there is a statement in my contract that says resignation before 1 year of employment implies paying for the training taken. It does not state how much exactly I will have to pay. My question is, do I have any right / chance to refuse to pay it if I am still on probation and I think the role is just not what I was promised it will be? I personally think the training did not benefit me in anyway: it was mainly coaching and lectures &ndash; no certifications whatsoever that I can use further in my career.
The general principle of common law contracts is that parties can contract to do whatever they like unless there is a law that says they can't. As employment contracts are one of the most regulated type of contract and as I am not familiar with UK employment law (which may vary depending on which country of the UK governs it) this answer will be general in nature. Probation will not affect the training question. Probation gives the employer the right to terminate employment without cause or reason during the probation period; it gives the employee no rights. In general, the contract is the contract: if you agreed to pay for training if you leave within the first 12 months then that is what you are legally obliged to do. You may be able to avoid paying for training in Work Health and Safety as in most jurisdictions an employer is legally obliged to provide this without charge. That said, if the employer misrepresented the role then the contract may be void or voidable - this would need real legal advice and evidence of the misrepresentation. All of that said, if you explain your problem to the employer it is quite likely that you will be able to part ways amicably and without involving the law - that would be best all around,
The fact that you're not a native speaker of English doesn't alter the legal situation. If you literally had no understanding of English but for some reason you signed a piece of paper, then you might argue that there was no agreement in the first place, but obviously you do speak some English. Most people don't actually understand what contracts mean (on both sides). Contracts are still enforced, based on what the contract says. The move-in data is proposed, not firm, and it even indicates what the charges are if your circumstances change and the dates have to change (whereas is their circumstances change, they wouldn't have a basis for charging extra). It also does say that there will be no refund if you change your mind. So the piece of paper says "No refund". The problem seems to be that there's an "agent" whose statements you relied on, who is ultimately responsible for this problem, and s/he implied that you could get a refund. It's not clear what kind of "agent" this is (is he working for you, or for the owners?). You'd have a somewhat different legal basis depending on which it is, but you could sue someone in either event, assuming that you could actually persuade the court that you were given false information which you relied on. The statement "they will refund your money if the guy doesn't move out by the 16th" is false; the statement "they may refund your money if the guy doesn't move out by the 16th" is true. If the latter was the statement that you relied on, then you knew (or should have known) that that isn't a promise, it's just a guess, and if you read the piece of paper you know that it's a promise with no basis. So I would say it comes down to establishing what promise was made to you. Arguing that the agent "made" you sign isn't going to get you anywhere (unless you can prove actual coersion).
It is not uncommon for an employer to ask a former employee to assist with something as a courtesy, and sometimes the former employee will choose to do so. If it requires more than a small amount of time, this may be done under a short-term consulting contract for pay. But unless there was a contract of employment requiring such post-employment advice, there is no legal obligation for the former employee to provide such assistance. The most the former employer could do is give a poor reference if asked by potential future employers, and most large corporate employers now only give job title, salary range, and dates of employment to avoid claims of incorrect or defamatory statements in such references.
You can't give your landlord a "notice to quit" A "notice to quit" is something a landlord gives to the tenant under s8 or s21. Assuming you want to end the tenancy, you would give them whatever notice is required in accordance with the lease. Why the paranoia? Ending a residential tenancy is routine and would not normally land you anywhere near a court. You give your notice, pay your rent, move out and get your deposit back. Is there something going on that you're not telling us? If so, ask about that thing in a different question. The video would be fine as evidence However, it would only be used if there was a dispute over the service of the notice. While this can happen, its pretty rare and your precautions seem ... elaborate. Your landlord's name and address (and yours) will be a public record forever Courts are public, the names and addresses of the parties are a matter of public record (unless you are children, or sex offenders, or have some other reason the court accepts as to why this shouldn't happen). These records are kept indefinitely.
You can always complain to the county. It is not obvious from your description that you have a legal case. One reading of the circumstances is that you did not have a job offer, you went there on the assumption that you might get an official offer after being "oriented" and interviewed. The interview did not go well, so they did not give you the job. Time and travel expenses are often borne by the job candidate. The alternative interpretation is that you had an actual job offer, and you traveled to the site as part of your employment (involving some training). In that first session, things went bad, and you got fired. If that is the case, then (a) you would be owed wages for that day and (b) there is a slim chance that the firing was not legal (there could be restrictions on firing employees in government jobs, in whatever jurisdiction this is). Your attorney will guide you (after you giving a more detailed explanation of the circumstances) in understanding whether you were fired, or not hired.
Most Likely Yes to both. It really depends on the nature of your agreement, oral agreements are as legally binding as written ones, but as a matter of evidence in court written contracts are of course better. So looking at your agreement: did you agree to pay the full amount, in return for a place to study? Or did you specifically agree to pay on a rolling basis, where you pay for however long you actually study? I would believe that you had agreed to the first type of agreement, since that is what most study contracts are. And if that's the case: You pay to be allowed to attend, whether you actually attend or not isn't important. And even if you pay on a rolling basis, I would think in a lawsuit the court would find that - judging on previous payments - you'd have agreed to pay on a per semester basis, meaning that the incomplete semester would round up and you would still have to pay for it. I would lean yes to the 2nd question (but im not sure so anyone with more info please chime in). This answer can be more useful if you be specific about the terms and conditions of your study
Yes, it also applies. However, an employment implies they agree to having employment related data stored and processed (e.g., to be paid). When there are performance related bonuses in the contract, this will likely (but IANAL) imply they agree to performance data being collected and stored appropriately. Furthermore I would assume most of such data processing (such as knowing who is responsible for a certain change, who created a file, modified it etc.) falls into "legitimate interests" of the employer, as this information may be necessary for operations. I'd assume (still IANAL) that much of the consequence wrt. GDPR is the right to have your data erased. So a company should be prepared to remove such data when an employee leaves the company, e.g., by clearing the responsible person fields upon request. At least for data where there is no legal requirement to have such data provenance. But: consult your lawyer for a proper legal opinion!
Is a text message legally binding? Yes, but the terms of the message need to be clear enough to ascertain the parties' intent at the formation of that contract or agreement. A contract does not even need to be in writing. There are also oral contracts and implied contracts, the latter referring to contracts which are inferred from the parties' conduct. A contract such as the agreement you describe here is binding regardless of its form. It is just easier to prove the existence of a contract if it is in writing. You did not specify your jurisdiction. If it is in the US, the price tag --rather than the downpayment-- of the object of the contract (i.e., the puppy you intend to buy) determines whether your complaint would need to be filed in Small Claims court. Generally speaking, parties to a dispute in Small Claims court have to represent themselves. Two remarks are pertinent. First, developing writing skills is utmost important not only for litigating a dispute, but also during the process of formulating the terms and conditions of a contract/agreement. Your post indicates that you seriously need to work on that. Second, the end of your post reflects that one of your managers violated labor law(s), which to most of us would be more worrisome than the controversy about the puppy. Legislation in most or all jurisdictions outlaws the act of withholding an employee's compensation regardless of its form (salary, commissions, and so forth). You might want to gain acquaintance with the labor laws of your jurisdiction so you can assess whether or how to proceed (does legislation require the employee to "exhaust administrative remedies" prior to filing in court? are administrative remedies optional? do these exist at all?), even if only to ascertain whether the deadline for filing the corresponding claim has elapsed.