May I legally work in a restaurant with typhoid if the employer knows? I contracted Typhoid while visiting family in Central America for a funeral. I work minimal wage at a restaurant/arcade preparing food, and cannot afford to miss work. My boss will not allow me paid sick leave, so I have no choice but to show. My symptoms have mellowed enough that I can work without jeopardizing my own health, but I imagine I remain highly contagious. Will I be legally liable if a child becomes infected and dies, or will that fall to the proprietor who knew? Missing pay is not an option I can afford unfortunately; the moral implication of my working is out of my control.
You will probably have been presented with a form mentioning "Texas Food Establishment Rules (TFER) Section: §228.35", which requires you to report symptoms and diagnoses which include Salmonella Typhi. That does not guarantee that you actually got such a form or that you remember signing it, but theoretically you did. The regulations are given here and here. The model form includes the information above the signature line "I understand that failure to comply with the terms of this agreement could lead to action by the food establishment or the food regulatory authority that may jeopardize my employment and may involve legal action against me".
Your interpretation seems to be correct. A furloughed employee is defined by Acas to be one who is "temporarily sent home because there's no work". This could in principle be through unpaid leave. The Coronavirus Job Retention Scheme is a government scheme to compensate employers for the wage bills of their staff during the furlough, so that the furloughed staff can continue to receive some income. An employee would have no direct dealings with the scheme and would continue to be paid via their employer. Your company seems to be offering to match the terms offered to employees under the Coronavirus Job Retention Scheme of 80% of salary, presumably out of their own funds. A kind gesture, it seems!
If an employee takes home information that his or her employer considers confidential, that would be a matter of company policy. The employer could discipline or fire the employee if it learned of the incident, and chose to act. If the information is considered to be a trade secret, or part of one, disclosing it or mishandling it so as to risk disclosure could be a crime under US law. However, only in unusual cases is criminal action taken on such matters, normally it is left to civil lawsuits or internal company action. I do not know if Canada has a similar law.
Generally, what you say you will do in a contract is what you must do - there is no "the dog ate my homework" excuse. For your examples: Employment contracts have so much government regulation that the common law contract is lost in the mists of time. It is unlikely that a court would interpret an employment contract as requiring exact timekeeping; it is also unlikely that the person would have worked exactly 38 hours on every week except the one where they worked 37.5. However, if it were proved that the employee owed 0.5 hours to the employer they could be required to provide it or refund the pay they had received, barring a law that changed this. The dog must be walked. Alice must find a substitute walker if she is unable to provide it. Falling sick is something foreseeable that Alice should have provided for either in the contract ("if I am sick I won't walk the dog") or by arranging for someone else to do it. For purely personal services, falling sick may frustrate the contract, however, dog-walking is probably not personal enough. There is a doctrine which allows termination by frustration where neither party is at fault, however, it is not clear that this would apply. The building burning down is foreseeable and could (should?) have been addressed in the contract. If the destruction of the building was without fault on the owner then the contract is frustrated. If there was some fault on the owner (smoking in bed, inoperative fire alarm etc.) and the cleaner stands willing, ready and able (that is able except for the absence of a building) to perform their obligations, the owner would probably be obliged to pay, at the least for unrecoverable costs (e.g. wages) and loss of profits - if they pay for the cleaning products the cleaner would be obliged to deliver them up. One of the main reasons for the length of contracts for non-trivial transactions is they deal with these contingencies.
Fall into an unguarded open grave, and have your relatives sue Get a job in a funeral director's, drink the embalming fluid by accident, and have your relatives sue for failure of duty of care in keeping chemicals safe. You might even get a death-in-service benefit Get a job in a funeral director's, drink the embalming fluid intentionally, and have your relatives sue for failure of duty of care in your mental welfare. You might even get a death-in-service benefit You might suffer any of the above on a non-fatal way and so be able to claim compensation (apart from the death-in-service benefit, although you might get an invalidity pension) without actually having to die. I read the other day that some American funeral directors drive their hearses fast on the basis that the more burials they can do in a day the more money they earn, so getting run down by a hearse in a traffic accident might be a possibility too. Edit to add: There is also the economy funeral alternative: https://cdn.instructables.com/FG7/UKDW/HSNFWZ2X/FG7UKDWHSNFWZ2X.LARGE.jpg
Unless your employer agreed in a contract to not discuss your employment, then there is no legal restrictions on them discussing anything about your employment. If they say things that are untrue you could sue them for defamation.
Not at all. A US business always had the authority to require employees to be vaccinated before entering the workplace, except if a valid state law prohibits this. The EEOC has confirmed that none of the Federal laws which it enforces prevent such a requirement. The proposed mandate under the OSHA Act would merely have required a business subject to the mandate to do what it had the right to do anyway. Even if it is held that the US Federal Government does not have constitutional authority to impose such a mandate, that would not in any way impair any business which chooses to do so from imposing such a requirement on its employees, subject to the requirements under the ADA and the Civil Rights act to offer reasonable accommodations for sincere religious objections, and for disabilities that would interfere with accepting vaccination. Businesses generally are not &quot;covered entities&quot; under HIPPA, and so can ask employees for health information such as a vaccination record, if they choose to. Or they can choose to trust an employee's word on the matter.
In germany, this is called Friedenspflicht. Both employers and employees (and their unions) are required to refrain from strikes and lockouts in disputes on issues which are covered by a currently valid collective bargaining agreement. The agreement may also stipulate that there will be no labor actions on issues which are not covered, as long as the agreement is in force, but that is not necessary. Example: There is a collective bargaining agreement on wages, which is still running. Strikes for higher wages are prohibited. Strikes to get better staffing for the night shift would be allowed, if the agreement doesn't say how many employees should be on duty even during slack hours.