Can a company prevent you from leaving, because if they left they wouldn&#39;t be able to operate at all? Can a company prevent you from leaving, because if they left they wouldn't be able to operate at all? I am wondering if there's a law that prevents you from leaving a company. I got hired and in my contract there's just the salary and the yearly rate, but there weren't any condition in there. I might have signed other contracts though although I don't remember what those contracts were exactly.
united-states The Thirteenth Amendment forbids slavery and involuntary servitude except as punishment for a crime. This means that, outside of unique situations like the military, an employer cannot keep you as an employee against your will. Any contract that denies you the right to quit your job is illegal. A contract might require a reasonable notice period or something along those lines, but it cannot bind you to work for the company for as long as the company wants. While you can sign an employment contract without it being involuntary servitude, the Thirteenth Amendment is also generally read to mean that your employer can only sue you for money if you refuse to work. A US court cannot order you to work for an employer and threaten to hold you in contempt of court if you refuse. This doctrine predates the end of slavery, but the Thirteenth Amendment is among the reasons now cited to justify it.
This depends on your employment agreement, if any, with the organization, and on the company's contract with the organization. You can quit your job with the organization, giving whatever notice your contract provides. The company can end its contract on whatever terms that contract permits. Most service contracts specify a fixed term, with renewal possible or in some cases automatic if notice to end the contract is not given by some specified date before the renewal date. But many other arrangements are possible. If no term is specified in the contract, and there is no provision for how much notice is required, then the company should give "reasonable" notice, which will probably be in line with the norms and customs of the industry involved in the relevant country. The specific law of that country may or may not provide a required minimum notice period. The contract between the company and the organization might provide that they would not hire any employees or recent ex-employees of the organization without consent for some period, perhaps a year. If there is such a provision it must be complied with unless it is not enforceable under the law of the jurisdiction. Different jurisdictions have very different attitudes toward such contract provisions. If such a provision were violated, and it was enforceable in the jurisdiction, the company would be liable for damages if the organization choose to enforce its contract. The contract between you and the organization might include a provision that you not leave to become employed (within some time limit) by one of the organization's customers, or perhaps by one you had worked with. If there is such a provision, it might or might not be enforceable in your jurisdiction. If it is enforceable, you must comply or be liable for damages. Even if there are no contract provisions preventing such employment of you by the company, you must not without permission take with you and use for the company's benefit any confidential information that is the property of the organization and is not already known to the company through legitimate means. If you do, both you and the company might be liable for damages under trade secret law. In the absence of any enforceable contractual provisions, and if no confidential information is taken by you, there should be no legal problems. The moral issues I am in no position to offer an opinion on, and are off-topic here anyway. If you were to quit, and the company were to then seek to break its contract because, in your absence the organization could not provide proper service, and you were then to accept employment with they company, and if further the company had known of your plans, both you and the company might be liable for damages to the organization, depending non the details of the law in your jurisdiction. This could be a tort of "interference with a contractual relation" or something of the sort. You should be very careful in agreeing to any such procedure. If there is a question as to whether a provision of a contract between the organization and either you or the company in enforceable, or whether a provision prohibits you leaving the organization to be employed by the company, that would need to be addressed by a lawyer who knows this area of the law in your jurisdiction, and the specifics of the contract, or eventually by a court. It is out of scope for this forum. Nothing in this situation will be a problem if the organization agrees to whatever is done. All possible problems occur only if it does not agree, and claims to have a legal right to prevent it or seek damages.
Quitting before the start date: is the non compete enforceable? The non-compete is unenforceable unless the employer has provided you with material information that you can use to the detriment of the employer. Even in that case, the non-compete as outlined in your description seemingly exceeds the legitimate interests of the employer (see art. 2089 of the Civil Code of Québec). This means that the non-compete clause would be curtailed in court because the employer cannot prove that his business (or market share) encompasses the area depicted in the clause. The reason of being of non-compete clauses is to protect the employer from a potential misuse of information the employee obtained pursuant to his employment, such as trade secrets and information about clients. The fact that you are a fresh graduate suggests that you are dealing with just some typical intermediary who really has no &quot;trade secrets&quot; and who is not providing you with key information, let alone for a job that is scheduled to start five months later. Non-compete clauses that are overly broad contravene public policy in that they would singlehandedly exclude civilians from the labor market and disproportionately impair free trade.
You can't sue for false promise per se, but it might enter into a suit for something else. It sounds like your employer offered you a choice between coming in to work (extremely difficult), termination or furlough (extremely undesirable), versus working at home (the preferable option), and the latter was contingent on you doing things that relate to being able to work at home (get a computer and so on). Relying on that promise, you purchased a computer: but then they decided that you had to come in to work. Based just on that, you could sue them for damages (maybe the computer, maybe the added cost of finding a new babysitter, possibly loss of wages). They might want to argue that they don't owe you anything, but your lawyer would (legally) prevent them from making that argument, using what is known as promissory estoppel. You took certain actions based on their promise, so you are entitled to rely on that promise. Their counter-argument would probably be that you didn't do what you were supposed to do, and your attorney would respond that the company obstructed you from doing what had to be done, or had not taken reasonable steps to say in advance what was required of you.
Yes From clause 7 of the Ebay agreement: When you enter into a transaction you create a legally binding contract with another user, unless the item is listed in a category under the Non-binding bid policy. You have a contract, if you don't fulfil your obligations under it you can be sued. You can only terminate a contract a) if the contract provides for termination and the relevant circumstances have happened, or b) due to a breach of a condition (but not a warranty) of the contract by the other party or c) some very limited and highly technical circumstances at law. The fact that the other party is rude doesn't fit within b) or c) and, barring some very unusual contract terms, won't fit in a) either. Make good on your legally enforcable promise.
I assume that you arranged a contract with some company which paid the contractor the full amount, and not you have to pay that company. If you stop paying the finance company, they will initiate legal proceedings against you to make good on your obligation, and that won't affect what the contractor does. It might not hurt you to write a formal letter (no phone calls) to the contractor stating that you require them to complete the job by some date certain, and hope that you won't have to take the matter to court. If you decide to write the letter yourself, you want to avoid saying anything that could be held against your interest, for example "I don't care how crappy a job you do, I just want this job done!": you need to be sure that what you say in a letter does not put you at a legal disadvantage. The best way to guarantee that is to hire an attorney to write the letter. If you want your money back (plus interest), you will almost certainly need to hire an attorney to write the letter. It is possible that there is an arbitration clause in your contract, requiring you to settle disputes with the firm Dewey, Cheatham &amp; Howe. In that case, your attorney might not be able to do much for you. There cannot be a clause in a contract that penalizes you simply for hiring an attorney.
Yes Companies can own companies - that’s what subsidiaries are. On a practical level, you know this is true because you actually have an example. Companies House would not have allowed its registration (barring error) if it was illegal. Why can’t it open a bank account? Banks (or any other business) can choose who they will and won’t do business with. Unless it’s discrimination on the basis of a protected characteristic, it’s not illegal. Since juridical persons don’t have protected characteristics (apart from nationality) it’s virtually impossible to illegally discriminate against them.
Yes, the employee can choose not to accept the contract offered at the end of the probationary period and thereby allow the probationary period to end without accepting a long-term position. This is usually called "quitting".