Is a verbal agreement to start the hiring process (i.e., &quot;preparing the contract&quot;) binding? Is a verbal agreement to start the hiring process with a German company in Germany binding by the German law? In other words, does one have to sign the contract once it is ready?
If two parties agree to the terms of an exchange, then there exists an enforceable contract. A signature is not needed to create a contract. However, an intent to negotiate a contract is not, per se, a contract. Absent some specific and explicit measures (which for major deals may be codified in an MOU or LOI that itself contains contractual terms), if you can't reach an agreement on terms then there is no contract. It's up to the particulars of "the verbal agreement to start the hiring process" whether an agreement on exchange has been reached, or merely proposed. E.g., "You and I agree that I will pay you $X in exchange for Y due Z" is a contract. "You and I agree that we'd like to work together, and we'll hammer out the terms X, Y, and Z by the end of the week" is merely a proposal to contract, not an actual contract. Of course, this doesn't mean you're immune to liability for failing to reach a contract in this hypothetical: you can always be sued!
To form a contract, you must have: Intention to create legal relations Agreement Consideration Legal Capacity Genuine Consent Legality of Objects On the face of it, Alice and Bob's agreement meets these criteria so it is a legally binding contract and Alice would have every prospect of success in a legal action for breach of contract. Specifically: by writing out and signing the agreement they are showing an intention to be legally bound what they have each agreed to do is vey clear; more than many I have seen both parties have provided consideration: dog walking and money there is no suggestion that either was legally incapable of forming a contract genuine consent refers to them actually agreeing what they though they agreed, for example if Alice asked Bob to walk her dog (meaning the Great Dane) and Bob agreed (meaning the Jack Russell) there has not been genuine consent dog walking and paying money are both legal
This is not an NDA (non-disclosure agreement), it is a non-compete agreement. An NDA would tell you that you cannot disclose anything you did or saw at your old employer's place. A non-compete agreement is what you have here, an agreement that limits your ability to get work. If what you say is correct, then your employer is not exactly the brightest. You stay that you haven't been given a written notice, and your contract says that a "Notice of termination will only be valid if it is given in writing". So you haven't been given valid notice. There is no reason why you would sign the non-compete agreement. If they plan to fire you without notice if you don't agree, they have a problem: Your contract doesn't allow them to do that. And they have apparently not given any written notice yet. So what they can do is as soon as they decide that you are not signing, they can give you one month written notice.
In general, &quot;making a reservation&quot; does not create a contract, except when it is obvious that you have a contractual agreement. That would be the case with an airline reservation, and one clear sign is that you have to pay for the ticket when you make the reservation; or, it you don't, then there is no contract, and they can cancel or change the price. You would look for clear signs of an agreement, such as a &quot;agree to terms&quot; button that you have to click. Paying a deposit is another clear sign. Then you would simply look at the terms of the contract to see what their obligation is, and what yours is. They may have strongly committed to providing service in which case you might have a cause for legal action if they break that commitment, or they might have made no specific promises about service in case of intervening events (such as if the chef has a heart attack, or the power goes out). If we do think of this as a contractual matter, you breached your duty as a customer, to be there by 7:30, so even if there is a contract, they didn't break it. The note that you added renegotiating the arrival time was insufficient – it is outside of the contract, and possibly something that they didn't see (they only look at the names and official time blocks reported by the web page). In lieu of a contract, there could be some statutory obligation, i.e. a specific regulation in Sweden saying &quot;if a restaurant accepts a reservation, they absolutely must hold the space available for the entire reserved time&quot;, which is an unreasonably onerous business practice that no nation requires.
The written document is given very high priority, so parties will be held to what is in the document. Both parties sign at the bottom, as a way of signalling their agreement with the terms specified in the document. If conditions are added or subtracted (by crossing out), especially with pre-printed forms, the "customer" (person who didn't write the contract) can initial such modifications, as a way of clearly signalling that they indeed agree to the deletion of such-and-such clause. Since both parties have a copy of the signed agreement, this is not strictly necessary. The potential issue would be that an unscrupulous person could cross out a clause after the contract was signed, and claimed that they aren't bound by that clause. A comparison of the two copies would then reveal that the unscrupulous person was attempting fraud. There is nothing special about handwriting in or crossing out conditions, except that it poses a potential evidentiary problem as to what exactly was agreed to, if for example one party threw away their copy and then maintained that the crossed-out clause had not been crossed out. (So, keep your copy). In case you are proposing a scenario where one party is unaware of a change, i.e. at the very last minute Smith crosses something out and signs it, and Jones did not see that happen, then both copies would be the same and Jones would be legally bound to what's in the paper. Smith should announce to Jones that a clause was being deleted. We might suppose that there are innocent reasons why Smith made changes without making an announcement to Jones, in which case the parties do not have an agreement. There may be amicable ways to deal with that situation, but push could come to shove, in which case the written form of the document is generally taken to be the most important piece of evidence (though not always the only admissible evidence, unless you're in Colorado, Florida or Wisconsin).
In other words, what is the difference between signing &quot;for&quot; a company and signing &quot;on behalf of it&quot;? Nothing. Companies are famously illiterate - they can't read or write and need someone with fingers to do it for them. In fact, everything that a company does is done through an agent. There is no difference between a document signed &quot;for&quot; a company, &quot;on behalf of&quot; a company, &quot;for and on behalf of&quot; a company, or one that's just signed. Modern usage is far less formal than it used to be and what you are seeing here is a holdover from a time when people used to put rhetorical flourishes on legal documents for no good reason: https://books.google.com/ngrams/graph?content=for+and+on+behalf+of&amp;year_start=1800&amp;year_end=2019&amp;corpus=26&amp;smoothing=3#
I don't think so. When it comes to wages, there may be a Tarifvertrag (union-negotiated wage schedule), which may apply even if the employee in question is no union member. It is enough if the employer is member of the employer's association negotiating the schedule, or in certain other cases. (Clever, really, by extending union benefits to non-members they weaken the unions ...) The Tarifvertrag stipulates minimum wages for certain positions, and it may define those positions implement that. An employer could not underpay a skilled machinist by calling her a 'gadget specialist' or similar non-scheduled position. But the deputy department head is likely paid above the highest bracket of the wage schedule, called außertariflich (AT, beyond the schedule). At this level, it comes down to individual negotiations between the employee and employer.
As far as your visa is concerned, both, France and Germany are in the Schengen area, so a visa in one of those countries will give you access to both. As for as your work permit is concerned, at least in Germany you will need some participation of your new employer. They will have to prove that they can find nobody else in the EU. So they'll probably want you to sign the employment contract. As far as getting out of such a contract in Germany, you have to differentiate between a fixed-term contract (e.g. for 2 years) and an indefinite contract. Once you sign a fixed-term contract, it is difficult to get out of it before its normal end. Unlimited contracts in Germany usually come with a 6 month probation period, where both, the employer and employee can end the contract immediately. In this specific case you might be able to get out of the German contract. I don't know though if the employer would go through the trouble of obtaining a work permit for you without binding you for a fixed amount of time to them.